Recruitment and Selection
The organizations need to select
right talents in right time for smooth running of its functions and ultimate achievement
of planned goals & objectives. Present environment of business we
experienced the Talent pool is shrinking rapidly. Therefore each organizations have the process to
attracting individuals on a timely basis, in sufficient numbers and with
appropriate qualifications to apply for jobs with an organizations.
We can define the recruitment and
selection as “The process of choosing from a group of applicants the individual
best suited for a particular position and for the organization.”
Why Invested in the
Interviews.
The present organizational environment
they spend heavy budgets on interview processes. They treat that this in an
investment for the organization. We can identify two main reasons for investing
on interviews.
·
To identify the right talents.
·
Reinforce the position of Company as an employer
of choice
Types of Job Interviews.
There are many types of
interviews conducted by organizations to select and acquire the right talents
to the company for its success. The below mentioned interview types are most popular
and practice in the organizations.
- · The Face-to-Face Interview
- · The Panel Interview
- · The Group Interview
- · The Telephone Interview
- · The Sequential Interview
- · The Lunch / Dinner Interview
- · Competency Based Interviews
- · Portfolio Based Interviews
- · Formal / Informal Interviews
- · The Second Interview
The first three types of
interviews are very famous and most organizations use to recruit their requirements.
Effective Interview.
To conduct an effective interview
the interviewer has prepared well before the interview. He must plan the
interview properly before receiving the candidate to him. This planning need to
include the place of interview, Time period, minimize of disturbances and
interruptions during the interview period (Telephone ringing, people walking
in, Noisy) etc. Also he need to know the requirements of an interview.
Interviewer need to pay his attention on grooming and attire and he should go
through the CV of candidate & get brief idea of candidate prior to the
interview. Also he shod pay attention on probing on CV gaps during the
interview.
The most important point of an
interview is “Opening / Ice braking question.” Icebreaker questions help you open interviews with candidates and naturally transition to the job-specific questions. Before getting down to core interview. This questions ideally should be without any reference to
the job positions.
Some of good ice breaker question we can ask as follows.
- How are you doing?
- How was your weekend?
- Tell me about yourself”
- What do you want to achieve within
next 5 years.
Interviewer
should explain the next steps of the selection process to the candidate is also
important point in effective interview. The interviewer need to close the
interview in the right time on a high tone and candidate evaluation should done
at the same time. The evaluation documents should fill soon after an interview
and best before interviewing the next candidate.
The things you Do Not do
during the Interview.
- · Not having the candidate’s resume.
- · Poor body language. (Ex. Yawning, No eye contacts)
- · Chewing gum / Smoking before or during an interview.
- · Ringing / Answering Telephone or mobile phones.
- · Using slang
- · Giving one word answers to candidate’s questions.
- · Asking job unrelated questions
- · Putting words in the candidate’s mouth.
- · Cracking inappropriate jocks
- · Pretending.
- · Dominating the interview. (Its two way process)
- · Bad mouthing (Ex. Employees, Competitors)
- · Dishing out unnecessary information.
- · Defending
- · Referencing without notifying or prior to interview.
- · Apologizing at the end
Interview Process.
Interview is two way process and
the candidate and the interviewer has to free environment to express their
ideas freely. Always remember that in the eyes of the candidate, you are the
organization and use that opportunity to reinforce the organization brand in
the candidate’s mind.
- Make sure the candidate is accompanied to the interview location (Meeting room, Board room etc.)
- Welcome the candidate and make him/her feel welcomed and relaxed. (an Ice breaker questions)
- As appropriate, offer the candidate to tea or coffee for refreshment.
- Thank the candidate for his/her interest in a career with the company and for coming in an interview.
- Explain briefly the interview and selection process.
- Know the candidate – request for a description about him/herself. (Important thing that what is not stated in the CV)
- Probe on the candidate’s experience and qualifications.
- Describe the company and the role to the candidate. (Explain responsibilities as much as possible in detail to him/her
- Ask the candidate how he/she would contribute to achieving corporate / Functional objectives within the given scope of duties and responsibilities.
- Handover any document/form to be filled out and return.
- Run through the next step of the selection process, briefly again.
- Ask if the candidate has any question and if he/she does and answer to them without rushing.
- Conclude on high note
- Immediately document your findings by filling the evaluation form.
“Interview is an investment
and optimize your return”
Reference
- https://www.orchard.co.uk/blog/different-types-of-interviews-1536.aspx
- https://resources.workable.com/icebreaker-interview-questions
- Presentation by Target Resource (Pvt) Ltd June 2013.
In business, our companies are as good as the people we hire and work with day in and day out. An effective recruitment selection process clearly identifies your company's needs and matches them with the right candidate, who will fit into your organization both on paper and in practice.
ReplyDeleteDetermine current and future needs:🌟
ReplyDeleteTo determine the present and future needs of the organization, with the combination of their personal plan and job analysis activities. ☺
👆This is one of the most important objectives of recruitment.
The Millennial generation those born since 1980 exhibits a different set of professional values than previous generations. As they enter the workplace and begin assuming higher-level work, Millennials seem to be less motivated by career advancement and more by personal values and aspirations.
ReplyDeleteGoing in par with the current trends, recruitment and selection has also changed. Methods such as Employee referral, candidate relationship management, Inbound recruitment, Talent pool etc concepts can be seen as such trends.
ReplyDeleteThe most important and overriding aim of recruitment and selection is that the right candidate takes the vacancy present at the organization.
ReplyDeleteWithout the correct skill set or attitude, an employee can quickly inflict damage upon a company's turnover and reputation.
A job interview is an interview consisting of a conversation between a job applicant and a representative of an employer which is conducted to assess whether the applicant should be hired.
ReplyDeleteInterviews are one of the most popularly used devices for employee selection. Interviews vary in the extent to which the questions are structured, from a totally unstructured and free-wheeling conversation, to a structured interview in which an applicant is asked a predetermined list of questions in a specified order; structured interviews are usually more accurate predictors of which applicants will make suitable employees, according to research studies.
ReplyDeleteA job interview typically precedes the hiring decision. The interview is usually preceded by the evaluation of submitted résumés from interested candidates, possibly by examining job applications or reading many resumes. Next, after this screening, a small number of candidates for interviews is selected.
ReplyDeletePotential job interview opportunities also include networking events and career fairs. The job interview is considered one of the most useful tools for evaluating potential employees.
ReplyDeleteThis comment has been removed by the author.
ReplyDeleteIt also demands significant resources from the employer, yet has been demonstrated to be notoriously unreliable in identifying the optimal person for the job. An interview also allows the candidate to assess the corporate culture and demands of the job.
ReplyDeleteMultiple rounds of job interviews and/or other candidate selection methods may be used where there are many candidates or the job is particularly challenging or desirable. Earlier rounds sometimes called 'screening interviews' may involve fewer staff from the employers and will typically be much shorter and less in-depth. An increasingly common initial interview approach is the telephone interview.
ReplyDeleteA job interview leads to get the correct hiring decision. It is a screening process that engaged in matching the needs of an organization based on pre-determined criteria with the qualifications and abilities held by the candidate.
ReplyDeleteThough job interviews are a better way to select the best, it costs more time and money to the organization. So as many things are changing and replacing with the new technology and trends I think job interviews should be changed or replaced too.
ReplyDeleteWhich are the most cost effective interview type according to you point of view?
ReplyDelete