Soumettre la recherche
Mettre en ligne
About HRM avnjhgftuhgsgjkkgfgjhdfujgfjlj
•
Télécharger en tant que PPT, PDF
•
0 j'aime
•
4 vues
M
MohammedDostogirAlam1
Suivre
55
Lire moins
Lire la suite
Formation
Signaler
Partager
Signaler
Partager
1 sur 26
Télécharger maintenant
Recommandé
Interviewing Candidates - Types Of Interviews- Human Resource Management
Interviewing Candidates - Types Of Interviews- Human Resource Management
FaHaD .H. NooR
Interview
Interview
amitgleam
HRM
HRM
Charwin Quimora
Interviewing
Interviewing
Anwal Mirza
DHS Interview Guide 2019.pdf
DHS Interview Guide 2019.pdf
samuelgetaneh3
Nice Interviewing Skills.pptx
Nice Interviewing Skills.pptx
WendyStarkand1
ls 5_ch_7_mgt351_qti.pptx
ls 5_ch_7_mgt351_qti.pptx
ssuserbea996
HRM chapter no.7 (Interviw of employee)
HRM chapter no.7 (Interviw of employee)
Qamar Farooq
Recommandé
Interviewing Candidates - Types Of Interviews- Human Resource Management
Interviewing Candidates - Types Of Interviews- Human Resource Management
FaHaD .H. NooR
Interview
Interview
amitgleam
HRM
HRM
Charwin Quimora
Interviewing
Interviewing
Anwal Mirza
DHS Interview Guide 2019.pdf
DHS Interview Guide 2019.pdf
samuelgetaneh3
Nice Interviewing Skills.pptx
Nice Interviewing Skills.pptx
WendyStarkand1
ls 5_ch_7_mgt351_qti.pptx
ls 5_ch_7_mgt351_qti.pptx
ssuserbea996
HRM chapter no.7 (Interviw of employee)
HRM chapter no.7 (Interviw of employee)
Qamar Farooq
Interviewer training Clearesult - 5-26-11
Interviewer training Clearesult - 5-26-11
ndgrad
Interview 120131012730-phpapp02
Interview 120131012730-phpapp02
Robertjames Kolandasamy
Because Great Interviewers Are Made - Not Born
Because Great Interviewers Are Made - Not Born
BizLibrary
Dex one interviewer training Accolo - June 11, 2011
Dex one interviewer training Accolo - June 11, 2011
ndgrad
2013 TAICS
2013 TAICS
Ann Cross
Interview Skills Training - Yahoo
Interview Skills Training - Yahoo
Emma Mirrington
Kimikka DavisProfessor SmithMGTU 400August 27, 2014I.docx
Kimikka DavisProfessor SmithMGTU 400August 27, 2014I.docx
DIPESH30
Structured Interview Protocol
Structured Interview Protocol
London Graves
dessler_hrm13_inppt07.pptx
dessler_hrm13_inppt07.pptx
AhmedAwad296819
Techniques for successful job interview
Techniques for successful job interview
wazeefa1
interviewing candidates-HRM
interviewing candidates-HRM
Akhilesh Krishnan
Interview skills sangamner college
Interview skills sangamner college
Dr. Mohasin Tamboli
Effective Interviewing
Effective Interviewing
ADARSH SINGH
Human Resources for beginners
Human Resources for beginners
Mahmoud Mokhtar
TLS Continuum How to Guide to We don't measure what we don't know
TLS Continuum How to Guide to We don't measure what we don't know
Daniel Bloom SPHR, SSBB
Interview techniques workshop 2018
Interview techniques workshop 2018
University of Westminster - Career Development Centre
EMPLOYEE SELECTION - (HUMAN RESOURCE MANAGEMENT COURSES)
EMPLOYEE SELECTION - (HUMAN RESOURCE MANAGEMENT COURSES)
PrecillanoEchavia
Interview Part 1
Interview Part 1
TWINTECH
5 Hiring Mistakes Vl
5 Hiring Mistakes Vl
Gregory P. Smith
Because Great Interviewers Are Made, Not Born: The Key to Hiring Success
Because Great Interviewers Are Made, Not Born: The Key to Hiring Success
BizLibrary
PSYPACT- Practicing Over State Lines May 2024.pptx
PSYPACT- Practicing Over State Lines May 2024.pptx
Marlene Maheu
The basics of sentences session 4pptx.pptx
The basics of sentences session 4pptx.pptx
heathfieldcps1
Contenu connexe
Similaire à About HRM avnjhgftuhgsgjkkgfgjhdfujgfjlj
Interviewer training Clearesult - 5-26-11
Interviewer training Clearesult - 5-26-11
ndgrad
Interview 120131012730-phpapp02
Interview 120131012730-phpapp02
Robertjames Kolandasamy
Because Great Interviewers Are Made - Not Born
Because Great Interviewers Are Made - Not Born
BizLibrary
Dex one interviewer training Accolo - June 11, 2011
Dex one interviewer training Accolo - June 11, 2011
ndgrad
2013 TAICS
2013 TAICS
Ann Cross
Interview Skills Training - Yahoo
Interview Skills Training - Yahoo
Emma Mirrington
Kimikka DavisProfessor SmithMGTU 400August 27, 2014I.docx
Kimikka DavisProfessor SmithMGTU 400August 27, 2014I.docx
DIPESH30
Structured Interview Protocol
Structured Interview Protocol
London Graves
dessler_hrm13_inppt07.pptx
dessler_hrm13_inppt07.pptx
AhmedAwad296819
Techniques for successful job interview
Techniques for successful job interview
wazeefa1
interviewing candidates-HRM
interviewing candidates-HRM
Akhilesh Krishnan
Interview skills sangamner college
Interview skills sangamner college
Dr. Mohasin Tamboli
Effective Interviewing
Effective Interviewing
ADARSH SINGH
Human Resources for beginners
Human Resources for beginners
Mahmoud Mokhtar
TLS Continuum How to Guide to We don't measure what we don't know
TLS Continuum How to Guide to We don't measure what we don't know
Daniel Bloom SPHR, SSBB
Interview techniques workshop 2018
Interview techniques workshop 2018
University of Westminster - Career Development Centre
EMPLOYEE SELECTION - (HUMAN RESOURCE MANAGEMENT COURSES)
EMPLOYEE SELECTION - (HUMAN RESOURCE MANAGEMENT COURSES)
PrecillanoEchavia
Interview Part 1
Interview Part 1
TWINTECH
5 Hiring Mistakes Vl
5 Hiring Mistakes Vl
Gregory P. Smith
Because Great Interviewers Are Made, Not Born: The Key to Hiring Success
Because Great Interviewers Are Made, Not Born: The Key to Hiring Success
BizLibrary
Similaire à About HRM avnjhgftuhgsgjkkgfgjhdfujgfjlj
(20)
Interviewer training Clearesult - 5-26-11
Interviewer training Clearesult - 5-26-11
Interview 120131012730-phpapp02
Interview 120131012730-phpapp02
Because Great Interviewers Are Made - Not Born
Because Great Interviewers Are Made - Not Born
Dex one interviewer training Accolo - June 11, 2011
Dex one interviewer training Accolo - June 11, 2011
2013 TAICS
2013 TAICS
Interview Skills Training - Yahoo
Interview Skills Training - Yahoo
Kimikka DavisProfessor SmithMGTU 400August 27, 2014I.docx
Kimikka DavisProfessor SmithMGTU 400August 27, 2014I.docx
Structured Interview Protocol
Structured Interview Protocol
dessler_hrm13_inppt07.pptx
dessler_hrm13_inppt07.pptx
Techniques for successful job interview
Techniques for successful job interview
interviewing candidates-HRM
interviewing candidates-HRM
Interview skills sangamner college
Interview skills sangamner college
Effective Interviewing
Effective Interviewing
Human Resources for beginners
Human Resources for beginners
TLS Continuum How to Guide to We don't measure what we don't know
TLS Continuum How to Guide to We don't measure what we don't know
Interview techniques workshop 2018
Interview techniques workshop 2018
EMPLOYEE SELECTION - (HUMAN RESOURCE MANAGEMENT COURSES)
EMPLOYEE SELECTION - (HUMAN RESOURCE MANAGEMENT COURSES)
Interview Part 1
Interview Part 1
5 Hiring Mistakes Vl
5 Hiring Mistakes Vl
Because Great Interviewers Are Made, Not Born: The Key to Hiring Success
Because Great Interviewers Are Made, Not Born: The Key to Hiring Success
Dernier
PSYPACT- Practicing Over State Lines May 2024.pptx
PSYPACT- Practicing Over State Lines May 2024.pptx
Marlene Maheu
The basics of sentences session 4pptx.pptx
The basics of sentences session 4pptx.pptx
heathfieldcps1
Word Stress rules esl .pptx
Word Stress rules esl .pptx
Nicholas Montgomery
Championnat de France de Tennis de table/
Championnat de France de Tennis de table/
siemaillard
Chapter 7 Pharmacosy Traditional System of Medicine & Ayurvedic Preparations ...
Chapter 7 Pharmacosy Traditional System of Medicine & Ayurvedic Preparations ...
Sumit Tiwari
Envelope of Discrepancy in Orthodontics: Enhancing Precision in Treatment
Envelope of Discrepancy in Orthodontics: Enhancing Precision in Treatment
saipooja36
Đề tieng anh thpt 2024 danh cho cac ban hoc sinh
Đề tieng anh thpt 2024 danh cho cac ban hoc sinh
leson0603
The Liver & Gallbladder (Anatomy & Physiology).pptx
The Liver & Gallbladder (Anatomy & Physiology).pptx
Vishal Singh
ĐỀ THAM KHẢO KÌ THI TUYỂN SINH VÀO LỚP 10 MÔN TIẾNG ANH FORM 50 CÂU TRẮC NGHI...
ĐỀ THAM KHẢO KÌ THI TUYỂN SINH VÀO LỚP 10 MÔN TIẾNG ANH FORM 50 CÂU TRẮC NGHI...
Nguyen Thanh Tu Collection
會考英聽會考英聽會考英聽會考英聽會考英聽會考英聽會考英聽會考英聽會考英聽會考英聽
會考英聽會考英聽會考英聽會考英聽會考英聽會考英聽會考英聽會考英聽會考英聽會考英聽
中 央社
TỔNG HỢP HƠN 100 ĐỀ THI THỬ TỐT NGHIỆP THPT VẬT LÝ 2024 - TỪ CÁC TRƯỜNG, TRƯ...
TỔNG HỢP HƠN 100 ĐỀ THI THỬ TỐT NGHIỆP THPT VẬT LÝ 2024 - TỪ CÁC TRƯỜNG, TRƯ...
Nguyen Thanh Tu Collection
Dementia (Alzheimer & vasular dementia).
Dementia (Alzheimer & vasular dementia).
Mohamed Rizk Khodair
II BIOSENSOR PRINCIPLE APPLICATIONS AND WORKING II
II BIOSENSOR PRINCIPLE APPLICATIONS AND WORKING II
agpharmacy11
Capitol Tech Univ Doctoral Presentation -May 2024
Capitol Tech Univ Doctoral Presentation -May 2024
CapitolTechU
philosophy and it's principles based on the life
philosophy and it's principles based on the life
NitinDeodare
會考英文會考英文會考英文會考英文會考英文會考英文會考英文會考英文會考英文會考英文會考英文
會考英文會考英文會考英文會考英文會考英文會考英文會考英文會考英文會考英文會考英文會考英文
中 央社
Benefits and Challenges of OER by Shweta Babel.pptx
Benefits and Challenges of OER by Shweta Babel.pptx
sbabel
Features of Video Calls in the Discuss Module in Odoo 17
Features of Video Calls in the Discuss Module in Odoo 17
Celine George
Andreas Schleicher presents at the launch of What does child empowerment mean...
Andreas Schleicher presents at the launch of What does child empowerment mean...
EduSkills OECD
MOOD STABLIZERS DRUGS.pptx
MOOD STABLIZERS DRUGS.pptx
PoojaSen20
Dernier
(20)
PSYPACT- Practicing Over State Lines May 2024.pptx
PSYPACT- Practicing Over State Lines May 2024.pptx
The basics of sentences session 4pptx.pptx
The basics of sentences session 4pptx.pptx
Word Stress rules esl .pptx
Word Stress rules esl .pptx
Championnat de France de Tennis de table/
Championnat de France de Tennis de table/
Chapter 7 Pharmacosy Traditional System of Medicine & Ayurvedic Preparations ...
Chapter 7 Pharmacosy Traditional System of Medicine & Ayurvedic Preparations ...
Envelope of Discrepancy in Orthodontics: Enhancing Precision in Treatment
Envelope of Discrepancy in Orthodontics: Enhancing Precision in Treatment
Đề tieng anh thpt 2024 danh cho cac ban hoc sinh
Đề tieng anh thpt 2024 danh cho cac ban hoc sinh
The Liver & Gallbladder (Anatomy & Physiology).pptx
The Liver & Gallbladder (Anatomy & Physiology).pptx
ĐỀ THAM KHẢO KÌ THI TUYỂN SINH VÀO LỚP 10 MÔN TIẾNG ANH FORM 50 CÂU TRẮC NGHI...
ĐỀ THAM KHẢO KÌ THI TUYỂN SINH VÀO LỚP 10 MÔN TIẾNG ANH FORM 50 CÂU TRẮC NGHI...
會考英聽會考英聽會考英聽會考英聽會考英聽會考英聽會考英聽會考英聽會考英聽會考英聽
會考英聽會考英聽會考英聽會考英聽會考英聽會考英聽會考英聽會考英聽會考英聽會考英聽
TỔNG HỢP HƠN 100 ĐỀ THI THỬ TỐT NGHIỆP THPT VẬT LÝ 2024 - TỪ CÁC TRƯỜNG, TRƯ...
TỔNG HỢP HƠN 100 ĐỀ THI THỬ TỐT NGHIỆP THPT VẬT LÝ 2024 - TỪ CÁC TRƯỜNG, TRƯ...
Dementia (Alzheimer & vasular dementia).
Dementia (Alzheimer & vasular dementia).
II BIOSENSOR PRINCIPLE APPLICATIONS AND WORKING II
II BIOSENSOR PRINCIPLE APPLICATIONS AND WORKING II
Capitol Tech Univ Doctoral Presentation -May 2024
Capitol Tech Univ Doctoral Presentation -May 2024
philosophy and it's principles based on the life
philosophy and it's principles based on the life
會考英文會考英文會考英文會考英文會考英文會考英文會考英文會考英文會考英文會考英文會考英文
會考英文會考英文會考英文會考英文會考英文會考英文會考英文會考英文會考英文會考英文會考英文
Benefits and Challenges of OER by Shweta Babel.pptx
Benefits and Challenges of OER by Shweta Babel.pptx
Features of Video Calls in the Discuss Module in Odoo 17
Features of Video Calls in the Discuss Module in Odoo 17
Andreas Schleicher presents at the launch of What does child empowerment mean...
Andreas Schleicher presents at the launch of What does child empowerment mean...
MOOD STABLIZERS DRUGS.pptx
MOOD STABLIZERS DRUGS.pptx
About HRM avnjhgftuhgsgjkkgfgjhdfujgfjlj
1.
GARY DESSLER HUMAN RESOURCE
MANAGEMENT Global Edition 12e Chapter 7 Interviewing Candidates PowerPoint Presentation by Charlie Cook The University of West Alabama Copyright © 2011 Pearson Education Part 2 Recruitment and Placement
2.
Copyright © 2011
Pearson Education 7–2 WHERE WE ARE NOW…
3.
Copyright © 2011
Pearson Education 7–3 1. List the main types of selection interviews. 2. List and explain main errors that can undermine an interview’s usefulness. 3. Define a structured situational interview. 4. Explain and illustrate each guideline for being a more effective interviewer. 5. Give several examples of situational questions, behavioral questions, and background questions that provide structure. 6. List the steps in a streamlined interview process. 7. List guidelines for interviewees. LEARNING OUTCOMES
4.
Copyright © 2011
Pearson Education 7–4 Basic Types of Interviews Selection Interview Appraisal Interview Exit Interview Types of Interviews
5.
Copyright © 2011
Pearson Education 7–5 Selection Interview Structure Interview structure Interview administration Selection Interview Characteristics Interview content
6.
Copyright © 2011
Pearson Education 7–6 Selection Interview Formats Unstructured (nondirective) interview Structured (directive) interview Interview Structure Formats
7.
Copyright © 2011
Pearson Education 7–7 FIGURE 7–1 Officer Programs Applicant Interview Form
8.
Copyright © 2011
Pearson Education 7–8 EEOC Aspects of Interviews Use objective/job-related questions Standardize interview administration Use multiple interviewers Avoiding Discrimination in Interviews
9.
Copyright © 2011
Pearson Education 7–9 Interview Content Situational interview Behavioral interview Job-related interview Types of Questions Asked Stress interview
10.
Copyright © 2011
Pearson Education 7–10 Administering the Interview Unstructured sequential interview Panel interview Phone interviews Video/Web-assisted interviews Computerized interviews Mass interview Structured sequential interview Ways in Which Interview Can be Conducted
11.
Copyright © 2011
Pearson Education 7–11 Three Ways to Make the Interview Useful Structure the interview to increase its validity Carefully choose what sorts of traits are to be assessed Beware of committing interviewing errors Making the Interview Useful
12.
Copyright © 2011
Pearson Education 7–12 What Can Undermine An Interview’s Usefulness? Nonverbal behavior and impression management Applicant’s personal characteristics Interviewer’s inadvertent behavior Factors Affecting An Interview’s Usefulness First impressions (snap judgments) Interviewer’s misunderstanding of the job Candidate-order (contrast) error and pressure to hire
13.
Copyright © 2011
Pearson Education 7–13 How to Design and Conduct An Effective Interview • The Structured Situational Interview Use either situational questions or behavioral questions that yield high criteria-related validities. Step 1: Analyze the job. Step 2: Rate the job’s main duties. Step 3: Create interview questions. Step 4: Create benchmark answers. Step 5: Appoint the interview panel and conduct interviews.
14.
Copyright © 2011
Pearson Education 7–14 How to Conduct a More Effective Interview 1 2 3 4 5 Being Systematic and Effective Structure the interview. Know the job. Get organized. Establish rapport. Ask questions. 6 Take brief, unobtrusive notes. 7 Close the interview. 8 Review the interview.
15.
Copyright © 2011
Pearson Education 7–15 Creating Effective Interview Structures • Base questions on actual job duties. • Use job knowledge, situational or behavioral questions, and objective criteria to evaluate interviewee’s responses. • Use the same questions with all candidates. • Use descriptive rating scales (excellent, fair, poor) to rate answers. • If possible, use a standardized interview form.
16.
Copyright © 2011
Pearson Education 7–16 FIGURE 7–2 Examples of Questions That Provide Structure Situational Questions 1. Suppose a more experienced coworker was not following standard work procedures and claimed the new procedure was better. Would you use the new procedure? 2. Suppose you were giving a sales presentation and a difficult technical question arose that you could not answer. What would you do? Past Behavior Questions 3. Based on your past work experience, what is the most significant action you have ever taken to help out a coworker? 4. Can you provide an example of a specific instance where you developed a sales presentation that was highly effective? Background Questions 5. What work experiences, training, or other qualifications do you have for working in a teamwork environment? 6. What experience have you had with direct point-of-purchase sales? Job Knowledge Questions 7. What steps would you follow to conduct a brainstorming session with a group of employees on safety? 8. What factors should you consider when developing a television advertising campaign?
17.
Copyright © 2011
Pearson Education 7–17 FIGURE 7–3 Suggested Supplementary Questions for Interviewing Applicants 1. How did you choose this line of work? 2. What did you enjoy most about your last job? 3. What did you like least about your last job? 4. What has been your greatest frustration or disappointment on your present job? Why? 5. What are some of the pluses and minuses of your last job? 6. What were the circumstances surrounding your leaving your last job? 7. Did you give notice? 8. Why should we be hiring you? 9. What do you expect from this employer? 10. What are three things you will not do in your next job? 11. What would your last supervisor say your three weaknesses are? 12. What are your major strengths? 13. How can your supervisor best help you obtain your goals? 14. How did your supervisor rate your job performance? 15. In what ways would you change your last supervisor? 16. What are your career goals during the next 1–3 years? 5–10 years? 17. How will working for this company help you reach those goals? 18. What did you do the last time you received instructions with which you disagreed? 19. What are some things about which you and your supervisor disagreed? What did you do? 20. Which do you prefer, working alone or working with groups? 21. What motivated you to do better at your last job? 22. Do you consider your progress in that job representative of your ability? Why? 23. Do you have any questions about the duties of the job for which you have applied? 24. Can you perform the essential functions of the job for which you have applied?
18.
Copyright © 2011
Pearson Education 7–18 Using a Streamlined Interview Process 1. Prepare for the interview • Knowledge and experience • Motivation • Intellectual capacity • Personality factor 2. Formulate questions to ask in the interview • Intellectual factor • Motivation factor • Personality factor • Knowledge and experience factor 3. Conduct the interview • Have a plan • Follow your plan 4. Match the candidate to the job
19.
Copyright © 2011
Pearson Education 7–19 FIGURE 7–4 Interview Evaluation Form
20.
Copyright © 2011
Pearson Education 7–20 Guidelines for Interviewees • Preparation is essential. • Uncover the interviewer’s real needs. • Relate yourself to the interviewer’s needs. • Think before answering. • Remember that appearance and enthusiasm are important. • Make a good first impression. • Ask questions.
21.
Copyright © 2011
Pearson Education 7–21 FIGURE 7–5 Interview Questions to Ask 1. What is the first problem that needs the attention of the person you hire? 2. What other problems need attention now? 3. What has been done about any of these to date? 4. How has this job been performed in the past? 5. Why is it now vacant? 6. Do you have a written job description for this position? 7. What are its major responsibilities? 8. What authority would I have? How would you define its scope? 9. What are the company’s five-year sales and profit projections? 10. What needs to be done to reach these projections? 11. What are the company’s major strengths and weaknesses? 12. What are its strengths and weaknesses in production? 13. What are its strengths and weaknesses in its products or its competitive position? 14. Whom do you identify as your major competitors? 15. What are their strengths and weaknesses? 16. How do you view the future for your industry? 17. Do you have any plans for new products or acquisitions? 18. Might this company be sold or acquired? 19. What is the company’s current financial strength? 20. What can you tell me about the individual to whom I would report? 21. What can you tell me about other persons in key positions? 22. What can you tell me about the subordinates I would have? 23. How would you define your management philosophy? 24. Are employees afforded an opportunity for continuing education? 25. What are you looking for in the person who will fill this job?
22.
Copyright © 2011
Pearson Education 7–22 K E Y T E R M S unstructured (or nondirective) interview structured (or directive) interview situational interview behavioral interview job-related interview stress interview unstructured sequential interview structured sequential interview panel interview mass interview candidate-order error (or contrast) error structured situational interview
23.
Copyright © 2011
Pearson Education 7–23 FIGURE 7–A1 Structured Interview Guide
24.
Copyright © 2011
Pearson Education 7–24 FIGURE 7–A1 Structured Interview Guide (cont’d)
25.
Copyright © 2011
Pearson Education 7–25 FIGURE 7–A1 Structured Interview Guide (cont’d)
26.
Copyright © 2011
Pearson Education 7–26 All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of the publisher. Printed in the United States of America.
Notes de l'éditeur
Copyright © 2011 Pearson Education
Copyright © 2011 Pearson Education
Copyright © 2011 Pearson Education
Copyright © 2011 Pearson Education
Copyright © 2011 Pearson Education
Copyright © 2011 Pearson Education
Copyright © 2011 Pearson Education
Copyright © 2011 Pearson Education
Copyright © 2011 Pearson Education
Copyright © 2011 Pearson Education
Copyright © 2011 Pearson Education
Copyright © 2011 Pearson Education
Copyright © 2011 Pearson Education
Copyright © 2011 Pearson Education
Copyright © 2011 Pearson Education
Copyright © 2011 Pearson Education
Copyright © 2011 Pearson Education
Copyright © 2011 Pearson Education
Copyright © 2011 Pearson Education
Copyright © 2011 Pearson Education
Copyright © 2011 Pearson Education
Copyright © 2011 Pearson Education
Copyright © 2011 Pearson Education
Copyright © 2011 Pearson Education
Copyright © 2011 Pearson Education
Copyright © 2011 Pearson Education
Télécharger maintenant