MSE 608B Hiring Process

Team # 7Tanaz MozafariKunal Mhaske

Yanjing ChuShin Sesthalao

Cost of hiring-intangible expensesCalculate the cost : For big companies, they may want to spend more money on advertising in order to hire the best person to become the asset.

Knowing that if an employee is terminated or resigned later the cost on hiring, interviewing and training are lost.

Take sometime to prepare hiring

Why taking time for preparing?

Hire the right person the first time! Or reduced employ morale and customer dissatisfaction.--- Long term pain

Hire someone who has the same goals and work ethic

Hire the best person for the job. Determine if any of the job

candidates have the skills to exceed core job functions.

Hire a qualified individual who will work and interact well with others.

Steps to hiring

Prepare job descriptionPosting a job advertisement (internet)Evaluating each job application Screening candidates to determine which ones to interviewVerifying references and informationCreate schedule interviewConducting personal interviewsDeciding who will be offered the jobMake the offerNotify Rejected Applicants

Job description

A summary of the most important features of a job, including the general nature of the work performed (duties and responsibilities) and level (ie, skill, effort, responsibility and working conditions) of the work performed. ...

Make a list of education, experience, and qualities you are seeking

Ask supervisors and other employees to contribute Limit the job description to two pages or less keep it simple and easy to understand Describe what knowledge, skills, and abilities are required

of the applicant

Job applicationgoals from information on the application form

Protect the company against liability by obtaining information legally

State certain human resource policies.Collect consistent and complete information

relevant to the applicant’s aptitude for and ability to perform the job.

Acquire permission from the applicant to verify the information presented

Provide facts for those in charge of hiring.

Screening candidates to determine which ones to interview

review resumes and job applications Is the person actually qualified for the job? Are there gaps in employment? Did the person offer valid reasons for leaving a prior

position? How long did the employee work for each previous

employer? Has the person received promo tions from previous

employers? What skills can the applicant bring to your company? Could the applicant improve himself by working for your

company?

Interview– Hiring is fun! Firing is not!Types of Interviews

Telephone (Screening) Interviews quick and way to identify and eliminate applicants

One-on-One Interviews most frequently used for entry-level positions ask questions , take notes

Panel (Team) Interviews brings together key members of your organization to

participate in the interview process

including the prospective employee’s immediate manager, the division director, someone from human resources, and

perhaps a manager from another department

Interviewing tip

provide interview questions Ask all candidates the same questions and

take good notes (is much easier to compare candidates )

ask only job-related questions Technical and professional positions may

require a series of interviews

Interview questions (HR)

Tell me about your background related to this job?Why did you leave your last job?What major problem have you encountered and how did

you deal with it?Give me a specific example of a time when a co-worker or

classmate criticized your work in front of others. How did you respond? How has that event shaped the way you communicate with others?

If you could describe yourself in three words, what would they be?

What are your strengths and weakness ?What are your salary requirement?

Interview questions (Manager)Tell me something about your previous job experience? Why are you the best applicant for this position? What kind of boss do you prefer?What are your special abilities? Give me an examples when

and how you have used these abilities?What are your career goals for the next five years?What constitutes good design? What technical issues are

involved? How would you improve on the design of something that already exists?

( Technical question to test the confidence of the interviewee in the required technical area)

Rate your technical skills on a scale of 1 to 10 with 10 representing excellent technical skills. Provide two examples from your past work experiences that demonstrate your selected number is accurate

Questions you can NOT askReligionWhat religion do you practice?

GenderWhat do you think of interoffice

dating?

Health and Physical AbilitiesHow tall are you?

AgeHow much longer do you plan to

work before you retire?

Ideal candidate

Manageability&

Teamwork

ProfessionalBehavior & Demeanor

Problem SolvingAbilities

Willingness

Able & Suitable

Ideal Candidate

Bad Hiring

Not team PlayerProblems with co/workers

Un-Professional Part of the problemNot the solution

Not my job syndrome

Lacks Skills to do the job

Bad Hire

Make the offerNotify Rejected Applicants

Make your selection quickly to avoid losing the best person for the job.

Rejection letters to others (for good reputation and be respectful of all applicants )

ReferencesWeb definition of job description:www.washington.edu/admin/hr/ocpsp/prostaff/researchsciengr/glossary.html www.btny.purdue.edu/pubs/PPP/PPP-69.pdfMicrosoft interview questions:

http://www.sellsbrothers.com/fun/msiview/Internship: http:// www.careerbuilder.com