The Hiring Process-Chapter 15

Chapter

The Hiring Process: Selecting Employees “The best part of being a boss is ‘growing people’. The hardest part of being a boss is making the ugly decisions…letting somebody go.” -Jack Welch Former CEO of GE

Roles in the Selection Process  In

small organizations, a supervisor may have great latitude in selecting employees to fill vacant positions.  Some organizations have formal procedures that require human resources to do most of the work, with the supervisor simply approving the candidates recommended.  In most cases, a supervisor works with a human resources department.  For teams, sometimes the teams recommend the selection and do interviewing with the supervisor acting as team leader. McGraw-Hill/Irwin

15-2

© 2006 The McGraw-Hill Companies, Inc. All rights reserved.

Selection Criteria  What

jobs need to be filled and what people can best fill those jobs?  Job

description- What are they expected to do? The activities required to carry out the job (job characteristics)  Job specification-What (skills, education, experience, temperament) are they expected to have?  Knowledge  Skills

 Abilities McGraw-Hill/Irwin

 Other

characteristics15-3


Recruitment

 Identifying

people interested in working for the organization

Recruiting Inside the Organization  Promotions

can be a source of motivation for employees.  Promoted or transferred employees are already familiar with the organization’s policies and practices.  Internal recruitment is accomplished through:  Job

postings  Employee referrals

McGraw-Hill/Irwin

15-5


Recruiting Outside the Organization  New

hires bring fresh ideas and skills that the organization may lack.  Basic ways to identify qualified outside candidates:  Advertising  Employment

agencies  Online job sites  Schools  Schools and Employment Agencies working together? Flyer for FSMC Program McGraw-Hill/Irwin

15-6


The Selection Process

McGraw-Hill/Irwin

15-7


Screening  Review

the applications or resumés to screen out candidates who are unqualified or less qualified than others.  Narrow down to the number to be interviewed  Usually done by the human resources department  Compares

resumes with the job description  Does not usually screen out a person recommended by the supervisor McGraw-Hill/Irwin

15-8


Interviewing  Objectives:  Assess

each candidate’s interpersonal and communication skills  See whether the supervisor and employee are comfortable with one another  Learn details about the information on the application or resume  Allow the candidate an opportunity to learn about the organization McGraw-Hill/Irwin

15-9


Who Should Interview?  Initially,

someone in the human resources department  Later, the supervisor of the department  In some instances, team interviews may be conducted to see how a candidate interacts with a team  Parts of an interview may be automated using a phone system or other technology McGraw-Hill/Irwin

15-10


How does the Supervisor Prepare for the Interview?

• Mental Preparation • Review the job description • Review the applicant’s resume or job application-ask

questions about things you’re curious about or incomplete answers Arrange for an appropriate interview location Selecting Interview Conditions  Privacy  Freedom from interruptions  Comfortable seating  Perhaps sit at a small table, not behind a desk  Offer coffee and small talk to make them feel comfortable

•



McGraw-Hill/Irwin

15-11


Some Interview Questions   

    

  

Why do you want to work for our company? What kind of career do you have planned? What have you learned in school to prepare for a career? What are some of the things you are looking for in a company? How has your previous job experience prepared you for a career? What are your strengths? Weaknesses? Why did you attend school/select your major? What do you consider to be one of your most worthwhile achievements? Are you a leader? Explain. How do you plan to continue developing yourself? What can I tell you about my company?

McGraw-Hill/Irwin

15-12


The Interviewing Process

McGraw-Hill/Irwin

15-13


Interviewing Techniques  Structured

interview  Unstructured interview  Open-ended questions  Closed-ended questions

McGraw-Hill/Irwin

15-14


Problems to Avoid  Know

what types of questions are acceptable and unacceptable.  Don’t make decisions based on personal biases.  Avoid the halo effect.  Don’t form erroneous first impressions.  Avoid giving candidates a misleading picture of the organization. McGraw-Hill/Irwin

15-15


Conducting Employment Tests  Types

of tests:

 Aptitude

test  Proficiency test  Psychomotor test  Personality test  Drug test  Usually

the human resources department handles the testing of applicants.  Be sure any test you use is nondiscriminatory.  Be creative when designing your tests. McGraw-Hill/Irwin

15-16


Conducting Background and Reference Checks  Many

resumés and job applications contain false information:  Former

employers and length of employment  Past salaries  Criminal records  Be

sure to check references:

 Personal  Academic

 Employment

 Be

aware of restrictions on background checks-see Figure 15.5, pg 431.

McGraw-Hill/Irwin

15-17


Making a Selection Decision  The

final decision is usually up to the supervisor.  The final decision is usually a judgement call.  With more than one qualified candidate, supervisors should select a person whose values and beliefs match those of the company.  Teams may benefit by people who seek compromise and others who challenge old ways by arguing for fresh ideas.  Human resources typically makes the job offer and negotiates pay and benefits. McGraw-Hill/Irwin

15-18


Physical Examination  Experts

advise that employers request a physical exam only after a job offer is made.  Helps

determine if the candidate is physically able to fulfill the job requirements  This timing reduces the risk that someone will sue the company for refusing to hire him or her because of a disability  Determines whether the candidate is eligible for company-offered insurances  An

illness, disability, or pregnancy may not be used as the basis for denying a person a job unless it makes the person unable to perform the job.

McGraw-Hill/Irwin

15-19


Legal Issues  Antidiscrimination

laws:

 Title

VII of the Civil Rights Act of 1964  Age Discrimination in Employment Act of 1967  Rehabilitation Act of 1973  The Pregnancy Discrimination Act of 1978  Vietnam Era Veterans Readjustment Act of 1974  Affirmative

Action  Workplace accessibility:  Accommodations

for employees with disabilities  What supervisors can do  Immigration McGraw-Hill/Irwin

Reform and Control Act 15-20
