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A Step By Step Guide On How To Structure The Employment Process
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Use a selection of the interview tactics to ensure that it becomes a process and not just an event. These interview tactics will enable you to see different sides of the candidates.
Step seven: Carry out the interview.
Make sure that you listen 80% of the time and only talk 20% of the time. This will give you a lot of information about the candidate. Make sure that you make notes and that the other interviewer or interviewers watch and listen to the responses of the candidates. This will enable them to evaluate the answers and mark each answer.
Step eight: Check backgrounds thoroughly
Use all your questioning skills to find out if the resume is accurate. Check dates, position, responsibilities etc. Check the personality of the applicant.
Step nine: Select a successful candidate.
Remember that it is likely that no candidate completely matches the criteria that you have set down in the IPS. There may be shortfalls and shortcomings. The decision to employ should be made on the likelihood of being able to train to bring the person up to the standard required. Or else to be able to live with those deficiencies.
Step ten: Evaluate the process.
This is where the people involved in the interview process, the selection process and a representative from management evaluate the whole process. The objective of this exercise is to see whether or not any improvements can be made.
Step eleven: Evaluate the selection.
After three months, it is beneficial for the interview team and the successful candidate's manger to evaluate the quality of the appointment. This could take place at the end of the three month probationary period.
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Peter Mitchell is a business consultant who has helped many businesses to lift their labor productivity in the workplace at little or low cost. His practical guide The Key To Productivity should be on every manager's desk and used to install your productivity improvement program. To find out more go to www.thekeytoproductivity.com.
Page 2
Use a selection of the interview tactics to ensure that it becomes a process and not just an event. These interview tactics will enable you to see different sides of the candidates.
Step seven: Carry out the interview.
Make sure that you listen 80% of the time and only talk 20% of the time. This will give you a lot of information about the candidate. Make sure that you make notes and that the other interviewer or interviewers watch and listen to the responses of the candidates. This will enable them to evaluate the answers and mark each answer.
Step eight: Check backgrounds thoroughly
Use all your questioning skills to find out if the resume is accurate. Check dates, position, responsibilities etc. Check the personality of the applicant.
Step nine: Select a successful candidate.
Remember that it is likely that no candidate completely matches the criteria that you have set down in the IPS. There may be shortfalls and shortcomings. The decision to employ should be made on the likelihood of being able to train to bring the person up to the standard required. Or else to be able to live with those deficiencies.
Step ten: Evaluate the process.
This is where the people involved in the interview process, the selection process and a representative from management evaluate the whole process. The objective of this exercise is to see whether or not any improvements can be made.
Step eleven: Evaluate the selection.
After three months, it is beneficial for the interview team and the successful candidate's manger to evaluate the quality of the appointment. This could take place at the end of the three month probationary period.
Return to Page 1
Peter Mitchell is a business consultant who has helped many businesses to lift their labor productivity in the workplace at little or low cost. His practical guide The Key To Productivity should be on every manager's desk and used to install your productivity improvement program. To find out more go to www.thekeytoproductivity.com.
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Interviewing New Hires For Your Small Business - Always Tricky!
Things To Consider When Hiring Employees For The First Time
Don't Underestimate The Importance Of The Employment Interview
How Do You Check A Candidate's Social Skills?
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