How To choose the Right Person?
How Should I structure the interview?
Effective Listening.

Recruitment and Selection Process
Planning	Selecting
Exit interview Conduct an exit interview Talk to other people about the job role. Job description Cross check all information about the job against the job description Is the job description up to date? Do you need to recruit someone? Person specification Draft person specification ƒÞ Establish clear criteria ƒÞ Balance essential and desirable qualities ƒÞ Determine how you will assess criteria Application What kind of application? (CV or appliance forms) Ensure application form is relevant Develop method of processing Get adequate resources	Applicants Arrange for acknowledge Arrange for sorting through applications Advise applicants about interview arrangements Ensure ¡§positive¡¨ rejection letters sent out Structure See interview structure (right) Deciding Has assessment of all candidates ƒÞ Notify interviewees of decision Take up references Induction Establish induction process Make arrangements for new person to join company Validation Is there a procedure to validate selection against? ƒÞ Is the new recruit a success?

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Interview Structure

Welcome Set up the interview room correctly ƒÞ Leave a list of expected candidates and their time of arrival/ interview with reception ƒÞ Give clear instructions about what to do with candidates at reception ƒÞ Make arrangements for expenses to be processed ƒÞ Work out greeting process and rapport establishment ƒÞ Tell candidate the interview agenda ƒÞ Advise candidate that you will take notes ƒÞ Plan primary question (those essential to job) ƒÞ Plan candidate specific questions (form the application)

AskƒÞ Plan question sequence ƒÞ Are you clear about what the questions are designed to reveal? ƒÞ Do you have all the information that you are likely to need? Supply ƒÞ Do you know enough to answer the candidate¡¦s questions? ƒÞ Have you fully summarized the information gained to make sure that you understand what the candidate has told you Part Tell the candidate what will happen next ƒÞ Thank the candidate for coming to the interview ƒÞ Finalize your notes while the information is still fresh in your mind

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Effective Listening

Ask Questions ƒÞ To seek clarification ƒÞ To get further information ƒÞ To probe deeper Make responses Supportive and encouraging noises or words ƒÞ Inputs which summarize or build on what is said and take it further ƒÞ Points that challenge ideas put forward in the context given ƒÞ Make supportive gestures ƒÞ Nod ƒÞ Smile Take notes Make down key words Use the notes for later questions Look interested ƒÞ Make eye contract, but do not stare ƒÞ Face the candidate ƒÞ Lean forward slightly where appropriate ƒÞ Friendly facial expression ƒÞ Relaxed, clam and fidgeting

General Techniques Observe the candidateƒÞ What are their feelings? ƒÞ Do they believe in what they are saying? Stay Neutral Do not allow your emotional responses to inhibit your listening Encourage the candidate to continue Test your understanding ƒÞ Make sure that your interpretation is correct ƒÞ Check meaning of jargon terms Evaluate the message ƒÞ Pick out the key points ƒÞ Think about the meaning of what the candidate is saying. Summarize Bring points together Check interpretation Allow the candidate to question or clarity point.

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Primary Questions	Answers	Supplementary Questions
Tell us how you cope with a difficulty management issue at work. Leadership Initiative? 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 requirements Not 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?

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