Upload
edda
View
83
Download
0
Tags:
Embed Size (px)
DESCRIPTION
MSE 608B Hiring Process. Team # 7 Tanaz Mozafari Kunal Mhaske Yanjing Chu Shin Sesthalao. Cost of hiring-intangible expenses. Calculate 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. - PowerPoint PPT Presentation
Citation preview
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