| Recruitment and Selection Process | |
| Planning | Selecting |
Exit interviewConduct an exit interviewTalk to other people about the job role.Job descriptionCross check all information about the job against the job descriptionIs the job description up to date?Do you need to recruit someone?Person specificationDraft person specification��Establish clear criteria��Balance essential and desirable qualities��Determine how you will assess criteriaApplicationWhat kind of application? (CV or appliance forms)Ensure application form is relevantDevelop method of processingGet adequate resources | ApplicantsArrange for acknowledgeArrange for sorting through applicationsAdvise applicants about interview arrangementsEnsure “positive” rejection letters sent outStructureSee interview structure (right)DecidingHas assessment of all candidates��Notify interviewees of decisionTake up referencesInductionEstablish induction processMake arrangementsfor new person to join companyValidationIs there a procedure to validate selection against?��Is the new recruit a success? |
| Interview Structure | |
WelcomeSet up the interview room correctly ��Leave a list of expected candidates and their time of arrival/ interview with reception ��Give clear instructions about what to do with candidates at reception ��Make arrangements for expenses to be processed ��Work out greeting process and rapport establishment ��Tell candidate the interview agenda ��Advise candidate that you will take notes ��Plan primary question (those essential to job) ��Plan candidate specific questions (form the application) | Ask��Plan question sequence ��Are you clear about what the questions are designed to reveal? ��Do you have all the information that you are likely to need?Supply ��Do you know enough to answer the candidate’s questions? ��Have you fully summarized the information gained to make sure that you understand what the candidate has told youPartTell the candidate what will happen next ��Thank the candidate for coming to the interview ��Finalize your notes while the information is still fresh in your mind |
| Effective Listening | |
Ask Questions ��To seek clarification ��To get further information ��To probe deeperMake responsesSupportive and encouraging noises or words ��Inputs which summarize or build on what is said and take it further ��Points that challenge ideas put forward in the context given ��Make supportive gestures ��Nod ��SmileTake notesMake down key words Use the notes for later questions Look interested ��Make eye contract, but do not stare ��Face the candidate ��Lean forward slightly where appropriate ��Friendly facial expression ��Relaxed, clam and fidgeting | General Techniques Observe the candidate��What are their feelings? ��Do they believe in what they are saying?Stay NeutralDo not allow your emotional responses to inhibit your listening Encourage the candidate to continue Test your understanding ��Make sure that your interpretation is correct ��Check meaning of jargon terms Evaluate the message ��Pick out the key points ��Think about the meaning of what the candidate is saying.SummarizeBring points together Check interpretation Allow the candidate to question or clarity point. |
| Primary Questions | Answers | Supplementary Questions |
| Tell us how you cope with a difficulty management issue at work.LeadershipInitiative?Diplomacy?Knowledge? What training courses you have attended and are these courses useful to your job? | To discipline member of staff for bad timekeeping Yes, but I had to update disciplinary procedures in line with current legal requirementsNot enough warning stages in place I recently completed a six-month course on the law and employment. | Have any company procedure for you to follow?What was wrong with them as they stood? |