Recruitment interview procedure (1)

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Recruitment interview procedure (1)

  1. 1. Standard Operating Procedure – Human Resources Recruitment Interview- Appendix-I Assessment of Core CompetenciesA. OBJECTIVES OF INTERVIEW Determine if the candidate has the skills and experience to do the job. Confirm the integrity of the information supplied by the candidate in their resume. Assess whether the candidates career objectives are consistent with what we are offering. Determine that the candidate has the requisite qualifications and certifications required by the position.B. GET ACQUAINTEDReview your interview process with the candidate to make sure they understand it. Tellthem to please tell you at any time during the interview if they believe this particular job isnot for them. Mention that you will do the same for them. Some suggestions for how youmight start the interview are: Do you have any questions before we begin? The purpose of this interview will be to focus on your skills, experience and qualifications for the job. If we believe you meet our requirements, we ask you back for a second interview. The second interview will be with me [or_______________] and it is designed to help us to better understand you as a person. After which we shortlist the candidates and the shortlisted candidates will have an interview with the peers and direct reports for which you may have to travel to __________. The final decision will be made after considering all the feedback. The entire process may take _____ days.C. CAREER / EDUCATION / QUALIFICATIONS 1. Why did you choose your career? 2. How do you feel your career has gone so far? 3. If you had it to do over again, what would you do differently?D. WORK EXPERIENCES AND PREFERENCES 1. Have you ever been involved in a work related or business failure? ___No ___Yes, explain 2.Have you ever had a problem with someone that caused you to leave the company? ___No ___Yes, explain 1SOP-HR3/7/2013
  2. 2. Standard Operating Procedure – Human Resources 3.Describe your 3 strongest skills? That is, things that you are very good at doing. Take a moment to think about them before answering. Start with the skill that you believe is your best: 1. 2. 3. 4.In what areas do you think your skills are not very strong? That is, things you are not particularly good at doing. 5.Describe the most difficult work situation you have ever encountered. 6.What has been the biggest disappointment in your career so far? 7.Review their employment history from their resume and review their career progression with them:  Understand why they made each job change.  Are the important events discussed in the preceding questions consistent with their resume? 8.In your own words, what are the three most important areas of your work experience? 1. 2. 3. 9.In your own words, what are your three most important work-related achievements? 1. 2. 3.E. ATTITUDES TOWARDS MOST RECENT EMPLOYER 1.How would you describe the role or function of your department in your most recent employer? 2.What positions reported to you? 3.Describe the organizational structure in your department or group? (Positions and numbers) 4.What budget responsibilities do you have? 5.When was your last performance review and what areas for improvement were noted? 2SOP-HR3/7/2013
  3. 3. Standard Operating Procedure – Human Resources 6.What do you like most about your most recent job? 7.What do you like least about it?F. BUSINESS AWARENESS ISSUES 1. How do you keep current on changes or improvements in the industry? (Tick all that are mentioned, do not prompt) ____ studying the competition ___Conventions ___Company seminars ___Industry Literature ___Other industry seminars ___Professional Bodies ___Other, describe 2. What journals do you read on a REGULAR basis? 3. Referring to your most recent employer:  What is the company/Hotels revenue: $___________ Group $__________  No. of employees ________ Group ___________  What category of Hotels/Resorts does it fall under?  What is the market strategy of the company/Hotel?  Who is the competition?  Where do rank this company/hotel?  What does the company see as its unique selling points (USPs)?  What are the major branches, divisions or subsidiaries?  How do rate the overall success of the company/hotel?  Where do you see the potential for improvement?G. PERCEPTION OF THIS POSITION 1.What areas of your experience do you think is most relevant to this position (the one you are interviewing for)? 2. What do you see as the most important challenges facing the Company and the industry? 3.What do you see as your particular strengths that you would bring to this position that you think the Company needs? 4. Based on your current understanding of the job, what do you think might be some of your weaknesses for this position? 5. What types of fringe benefits are most important to you in a job? (Interviewer - Do not prompt candidate. Number them 1, 2, 3, etc. in the order they are mentioned. If they are not mentioned, do not list them.) Car___ Vacations (length)______ Bonus___ Commission___ Pension plan___ Private health plan____ Profit sharing plan_____ Other, describe: 3SOP-HR3/7/2013
  4. 4. Standard Operating Procedure – Human Resources ___Did not seem to be an issue ___Did not mention anything as being significant.H. OTHER 1. Ask questions about other issues that are specific to job performance, such as PC literacy, foreign languages, travel, etc.G. INTEREST AND AVAILABILITY 1.Based on what you now know about this opportunity, what elements of this job are most attractive to you? 2.Based on what you now know about this opportunity, what concerns do you have about it? 3.Does your current employer know that you are looking? ___Yes ___No ___Between jobs 4. Are you currently considering any other job offer? ___No ___Yes - How would you compare the other job to this one? What is the timing for deciding on the other job? 5. How do we contact you during the next few weeks? 6. What is your notice period? _______When would you be available to start?______ 7. What questions do you have about this opportunity? 8. Do you feel that you have told me all the important aspects of your work skills and experience as they relate to this opportunity? ___Yes ___No, explainJ. AFTER INTERVIEW CONSIDERATIONS BY INTERVIEWER1. Do you think you might consider this candidate?___Yes or Possibly a) Remind them that you have not completed your interviewing process and, consequently, you cannot tell them more until you have finished. b) Explain what happens next: ___When do you plan to meet with others. ___When will you be conducting a follow-on soft skills interview. ___When and how will you let them know what happens next. c) Do you need copies of any degrees/certificates? ___No ___Yes, tell them to mail a copy to you as you need it before... 4SOP-HR3/7/2013
  5. 5. Standard Operating Procedure – Human Resources d )Give them your business card and tell them to call you should they have any further questions.___No - Tell them why.K. AFTER THE INTERVIEWReview the candidates resume and the responses to your interview questions. Answer thefollowing questions:1. Did the candidate appear to take due care in completing the information? ___Yes ___No, explain2. Was the candidate able to describe past achievements, skills and key areas of experience without a lot of prodding on your part? ___Yes ___No, explain3. Were the dates entered completely and were they correct? ___Yes ___No, explain4. Does there appear to be a logical career progression for this candidate? ___Yes ___No, explain5. Were there any gaps in employment that you uncovered? ___No ___Yes, explain6. How has this candidate obtained most of the jobs? ___Agencies ___Advertisements ___Headhunted ___Personal contacts ___Direct approach to companies ___Promotion ___Other, describe7. This candidate has had ______ different employers in the last ______ years. Explain excessive job changes8. What is your preliminary assessment of how this candidate will fit in with the organisation: ___Good fit ___Close fit ___Too soon to tell ___Not a good fit9. How does the candidate meet each of the following criteria for the position? Criteria Meets (Put an X on dotted line) All Most Some Few Education & Certifications |---------------------------------------------------| Skills |---------------------------------------------------| Experience |---------------------------------------------------| Potential |---------------------------------------------------| 5SOP-HR3/7/2013
  6. 6. Standard Operating Procedure – Human Resources 1. Other comments:Interviewer________________________________Date_____________________________________ Recruitment Interview -Appendix II Soft Skills AssessmentA. OBJECTIVES OF INTERVIEW  Assess the candidates interpersonal skills.  Determine how the candidate makes decisions and evaluate his/her judgement processes.  Appraise the candidates personal style / perception of oneself / leadership skills.  Evaluate whether the candidates personal characteristics will match with our organizational needs.B. INTRODUCTIONSReview the following with the candidate:  This interview will help us to better understand you as a person and to determine your working style; consequently, there are no right or wrong answers.  It will also help us to make sure that your personality will be a good match for our company.  You will have an opportunity to clarify any questions that you might have about the position.C. CAREER ASPIRATIONS 4. How would you describe your ideal job? 5. What job or position are you aiming for in three to five years time? 6. What do you consider your single greatest achievement? 7. What are the things that motivate you? 6SOP-HR3/7/2013
  7. 7. Standard Operating Procedure – Human Resources 8. What are your career ambitions?D. INTERPERSONAL SKILLS1. 1.What do you expect most from people you manage?2. What are some of the things that frustrate you most with people you manage?3. What are some of the things that frustrate you most about the people you report to?4. How would you describe the different roles of managers and staff in a good working relationship?5. What traits or qualities do you admire most in others?6. What personal qualities do you look for in assessing people for employment or promotion?7. Do you tend to lead by example or instruction?8. What techniques do you use to motivate others?9. Do you usually keep a tight or a loose rein over those that you manage? How has it changed over the past years?10. To what extent do you socialize with co-workers after hours?11. How do you handle confrontation?E. DECISION-MAKING / JUDGEMENT PROCESSES1. Tell me about a situation where you made a wrong decision.2. What did you learn from it?3. Were there other alternatives you considered at the time? ___No ___Yes, what were they?4.5. What types of decisions do you find most difficult to make? 7SOP-HR3/7/2013
  8. 8. Standard Operating Procedure – Human Resources6. How would you balance the need to meet both deadlines and quality standards when only one can be met?7. In what areas have you improved your management style over the past few years?8. What techniques do you use when influencing others to accept your viewpoint?9. How do you decide what work to delegate?10. How do you monitor work that you have delegated? How has your style changed in the past few years?11. When you assign responsibilities to your staff, when would you also grant authority?12. Have you ever been in a situation where you reported to more than one person and each gave you instructions that conflicted with the other? How did you handle it? (If none, use hypothetical)13. What would you do if you were in a business meeting and a senior person made a decision about something that affected you and with which you strongly disagreed?14. How would you adapt to working in an unstructured environment?15. What types of work pressure do you consider unnecessary?F. PERSONAL STYLE / PERCEPTION OF ONESELF / LEADERSHIP SKILLS1. How would others describe your management style?2. If you were asked to participate in a project team at work, what functional role would be your natural style? (Why?)3. Would you say you were more people ___% or task ___% oriented? What percentage would you give to each?4. What do you think are your two greatest strengths? 1. 2.5. What do you think are your two most significant weaknesses? 1. 8SOP-HR3/7/2013
  9. 9. Standard Operating Procedure – Human Resources 2.6. When we ask the person you will use as a reference, what will he/she say are your two greatest strengths?7. What will he/she say are your two most significant weaknesses?8. What would your wife / husband / partner say are your weaknesses?9. How would you describe your ability to make oral presentations?10. How would you compare your verbal skills to your writing skills?11. Would you say you are naturally well organized or do you have to work at it?12. In what areas do you procrastinate at work? Did they correctly understand? ___Yes ___No - Ask again explaining: For example, put things off.13. When your projects are substantially completed, ___Do you tend to stay with it to finish off all the open items? Or ___Do you generally move on to other matters letting others deal with the remaining open items?14. How would you define a leader?15. Describe your leadership skills:16. In which specific areas do you think your leadership skills could be improved?17. Describe a situation where you successfully made a change based on an idea of your own? Use one or more of the following to expand as appropriate to the situation:18. What were the benefits of your idea to others (or the business)?19. What was the initial response of others to your idea?20. How did you persuade others to follow your idea?21. What was the investment vs. the return for your idea?22. What was your involvement in the actual change? 9SOP-HR3/7/2013
  10. 10. Standard Operating Procedure – Human Resources23. What type of activities are you involved in outside work?24. On a regular basis outside work, what do you read for general information or enjoyment?25. Do you tend to socialize with a small group of close friends or a large group of acquaintances?26. How would you describe your ability at small talk?27. Do you prefer: ___Peace and quiet, such as when reading a good book? ___Noise and activity with lots of people around you?28. How would your close friends describe you?29. How would you describe your sense of humor?30. What are the most significant stresses in your life now?31. What did you do to prepare for this interview?G. PERCEPTIONS OF THIS JOB 1. Describe this job, as you understand it. Interviewer - Did they have: ___Good understanding, no clarification needed. ___Some misunderstanding, clarification needed. 2. What do you see as the most important challenges for you in this job? 3. Describe the personal skills that you can bring to this position, which you think our company/property needs. 4. What do you see as your personal weaknesses or soft spots as they relate to what you think the company needs? 5. What do you see in this job that is of particular interest to you? 6. What are your views on the salary level for this position? 7. What would you consider a good salary increase after one year? 8. In a potential interview with the company, what would you be looking for that might indicate that this is not the right position or company for you? 10SOP-HR3/7/2013
  11. 11. Standard Operating Procedure – Human Resources ___Had not thought about it. 9. How would you evaluate your success in this job after one year? 10. Is there something important about you that we havent talked about? 11. Is there anything you want to know about this job that we havent already covered? ___N H. END OF INTERVIEW Interviewer: Do you think the candidate should be included on the shortlist? If YES or PERHAPS - Ask: 1. Who will be your reference from your most recent job? _____________________________ Position___________________________________ How long have you worked for this person?_____________ Do we have permission to contact them to confirm your information? ___Yes ___No Telephone_________________________________ ___Home ___Work 2. Who will be your reference from a previous job? __________________________________ Position___________________________ Company_______________________________ How long have you known this person?______________ When did you last talk to them and for what reason? Do we have permission to contact them to confirm your information? ___Yes ___No Telephone_________________________________ ___Home ___Work 3. 3.Who will be your reference at a personal level? _____________________________ Relationship___________________________________ How long have you known this person?_____________ Do we have permission to contact to confirm your information? ___Yes ___No Telephone_________________________________ ___Home ___Work 4. What copies of certificates / diplomas / etc. do we need? ___None 5. Are you currently considering any other job offer? ___No ___Yes When do you have to decide on the other job? 11SOP-HR3/7/2013
  12. 12. Standard Operating Procedure – Human Resources How would you compare the other job to this one? 6. How do we contact you during the next two weeks? 7. Interviewer, explain: 8. Where they stand in the interviewing process. Do we have more people to interview? 9. When will we let them know what happens next? 10. How will we let them know? 11. Who will conduct the [next] interviews? 12. How many people will be involved in the [next] interviews? 13. Will the candidate need to prepare any material for the [next] interviews? 14. Give them your business card and tell them to call you if they have any questions. NO Tell them why and explain here: Interviewer ___________________________________ Date________________ Time_______ 12SOP-HR3/7/2013
  13. 13. Standard Operating Procedure – Human Resources Recruitment Interview Appendix - III Reference Check Calling the Former Employer:Calling is a better way to check references than writing because people will sometimestell us information that they dont want to put in writing.Here are some tips: Whatever you ask, be sure it is job related. Call once to schedule the reference check, call back when you say you will. Allot plenty of time. Tell the reference clearly about the position the candidate is applying for and its responsibilities. Take good notes during the conversation. Sum up at the end and be sure to thank the reference for the information.Employment Reference Phone Script__________ has applied for a position with our organisation, you were listed as aformer employer. The candidate authorizes you to give us the following information.Would you please verify that __________ worked for your company from ___ to_____.What was the _______________ job title.Could you please give us a brief description of the responsibilities handled?Please verify that the pay was _____________?Would you rehire ______________?What were ___________s major contributions while in your employment?Did _____________ get along with bosses, subordinates and peers?What was the reason given for leaving your employ? 13SOP-HR3/7/2013
  14. 14. Standard Operating Procedure – Human ResourcesDo you recommend ___________ for the position of _____________. Theresponsibilities of the position are ___________________.Do you think __________________ will be effective in this position.Can you tell us the potential problem areas/ weaknesses of __________________.Thanks for taking the time to speak with me. Is there anything else that you think Imight find helpful in making a hiring decision with respect to __________? 14SOP-HR3/7/2013
  15. 15. Standard Operating Procedure – Human Resources Recruitment Interview Appendix - III Reference Check Personal Reference Check:Personal Reference Phone Script__________ has applied for a position with our organisation, you were listed as aformer employer. The candidate authorizes you to give us the following information.How long have you known _______________?What is the nature of your relationship?Do you recommend ___________ for the position of _____________. Theresponsibilities of the position are ___________________.Why do you think __________ would be a good choice for this position?Do you know of any reasons that could prevent _________ performing the functions ofthe position?When did ___________ contact you last and for what reason?Any other information that you would like to share with us?Thank you for your time. 15SOP-HR3/7/2013
  16. 16. Standard Operating Procedure – Human Resources Recruitment Interview Appendix IV Guideline for Peer/ Direct Report Assessment MeetingA. Objectives of the meeting:1. To determine the executives suitability to fit into our culture.2. To provide an opportunity to the potential executive to know the company better.3. To provide an opportunity to the peers and direct reports to have a say in therecruitment decisions of the company.B. Meeting Guideline1. Meeting should be conducted in an informal atmosphere in a quiet place away from anydisturbances.2. Meeting should be conducted in a semi structured interview format.3. Meeting should last for approximately 45mins to 1hr.4. Meeting should take down notes during the course of the interview, help summarize theinterview and form an opinion.5. Assessors should be objective and non-judgmental during the interview.6. The form provided should be filled immediately after the interview and handed over tothe General Manager or the person designated in a sealed envelope. This should be doneindividually and not in consultation with others.C. Meeting Process1. Preparation: As a representative of company, it is important that those communicating with the applicant create a favorable impression. This impression formed during the visit may have profound impact on the candidates subsequent decision whether to accept or decline the job offer. A timeline for the meetings should be established while paying enough attention to making the candidate as welcome and comfortable as possible. GM or an Ex-Com member prior to the interviewing process should take the candidate on a property tour.In preparation of the meeting, those participating in the selection process should: Ensure interview questions are based on pre-established criteria; Review interviewing guidelines for effective interview techniques; 16SOP-HR3/7/2013
  17. 17. Standard Operating Procedure – Human Resources Review resume, CV and other related material submitted, noting areas that require clarification, etc.,2. Interviews Find out about the candidates education (general & specific), experience, and knowledge before he/she before the interview. Spend more time focusing on interpersonal skills than intellectual qualifications. Do not in anyway be overbearing, remember that you are interviewing a professional. Determine the difference between overall success and the candidates input or contribution to that success. Take notes during the interview. Make sure you record both positives and negatives, starting from the outset of the interview, to help you make your recommendations after the interview. Answer honestly to all questions put by the candidate. Always end the meeting on a positive note.3. Post Interview FeedbackPlease write down your feedback in the following formats and hand it over in a sealedenvelope to the responsible authority. Please fill this immediately after the interview,do not discuss this with colleagues.Name Of the Candidate:Position being interviewed:Date:Interview Duration:Location:Your Assessment:Your name:Signature: 17SOP-HR3/7/2013
  18. 18. Standard Operating Procedure – Human Resources INTERVIEW QUESTIONS A LIST OF TESTED QUESTIONS  WARM-UP QUESTIONS  WORK HISTORY  JOB PERFORMANCE  EDUCATION  CAREER GOALS  SELF-ASSESSMENT  CREATIVITY  DECISIVENESS  RANGE OF INTERESTS  MOTIVATION  WORK STANDARDS  LEADERSHIP  ORAL PRESENTATION SKILLS  WRITTEN COMMUNICATION SKILLS  FLEXIBILITY  STRESS TOLERANCE  STABILITY & MATURITY  INTEREST IN SELF DEVELOPMENTWARM-UP QUESTIONS How do you like the property? What are your first impressions of the property?  What made you apply for a job with this company?  How did you hear about this job opening?  Briefly, would you summarize your work history & education for me?WORK HISTORY  What special aspects of your work experience have prepared you for this job?  Can you describe for me one or two of your most important accomplishments?  Describe for me one or two of the biggest disappointments in your work history?  Why are you leaving your present job? (or, Why did you leave your last job?)  What is important to you in a company? What things do you look for in an organization?JOB PERFORMANCE  Everyone has strengths & weaknesses as executives. What are your strong points for this job?  When you have been told , or discovered for yourself , a problem in your area of work, what have you typically done? Can you give me an example?  Do you prefer working alone or in groups?  What kind of people do you find it most difficult to work with? Why?  Can you give me an example of your ability to manage people and situations?  In your previous job what kind of pressures did you encounter?  What would you say is the most important thing you are looking for in a job?  What are some of the things on your job you feel you have done particularly well or in which you have achieved the greatest success? Why do you feel this way? 18SOP-HR3/7/2013
  19. 19. Standard Operating Procedure – Human Resources  What were some of the things about your last job that you found most difficult to do?  What are some of the problems you encounter in doing your job? Which one frustrates you the most? What do you usually do about it?  What are some things you particularly liked about your last job?EDUCATION  What special aspects of your education or training have prepared you for this job?CAREER- GOALS  What is your long-term career objective?  How does this job fit in with your overall career goals?  Who or what in your life would you say influenced you most with your career objectives?  Can you pinpoint any specific things in your past experience that affected your present career objectives?  What would you most like to accomplish if you had this job?  What might make you leave this job?SELF-ASSESSMENT  What kind of things do you feel most confident in doing?  Can you describe a difficult obstacle you have had to overcome? How did you handle it? How would you describe yourself as a person?  What do you think are the most important characteristics & abilities a person must possess to become a successful ( )? How do you rate yourself in these areas?  What do you consider to be your greatest achievements to date? Why?  What things give you the greatest satisfaction at work?  What things frustrate you the most? How do you usually cope with them?CREATIVITY  In your work experience, what have you done that you consider truly creative?  Can you think of a problem you have encountered when the old solutions didnt work & when you came up with new solutions?  What kind of problems have people recently called on you to solve?DECISIVENESS  Do you consider yourself to be thoughtful, analytical or do you usually make up your mind fast?  What was your most difficult decision in the last six months? What made it difficult?  What was the last major problem that you were confronted with? What action did you take on it?RANGE OF INTERESTS  What organizations do you belong to?  What are your other interests?  How do you keep up with whats going on in your company / your industry/ your profession?MOTIVATION  What is your professional goal? 19SOP-HR3/7/2013
  20. 20. Standard Operating Procedure – Human Resources  What motivates you ?  What constitutes top priorities in the performance of your job.WORK STANDARDS  What are your standards of success in your job?  In your area of work, how would you define doing a good job?  When judging the performance of your subordinate, what factors or characteristics are most important to you?LEADERSHIP  In your present job what approach do you take to get your people together to establish a common approach to a problem?  What approach do you take in getting your people to accept your ideas or department goals?  What specially do you do to set an example for your employees?  How frequently do you meet with your immediate subordinates as a group?  What sort of leader do your people feel you are? Are you satisfied?  How do you get people who do not want to work together to establish a common approach to a problem?  If you do not have much time & they hold seriously differing views, what would be your approach?  How would you describe your basic leadership style? How do you practice this?  Do you feel you work more effectively on a one to one basis or in a group situation?  Have you ever led a task force or committee or any group who doesnt report to you, but from whom you have to get work? How did you do it? What were the satisfactions & disappointmentsORAL PRESENTATION SKILLS  Have you ever done any public or group speaking? Recently? Why? How did it go?  Have you made any individual presentations recently? How do you prepare?FLEXIBILITY  What was the most important idea or suggestion you received recently from your employees? What happened as a result?  What do you think about the continuous changes in company operating policies & procedures?  How effective has your company been in adapting its policies to fit a changing environment?  What was the most significant change made in your company in the last six months which directly affected you, & how successfully do you think you implemented this change?STRESS TOLERANCE  Do you feel pressure in your job?  What has been the highest pressure situation you have been under in recent years? How did you cope with it? 20SOP-HR3/7/2013
  21. 21. Standard Operating Procedure – Human ResourcesSTABILITY & MATURITY  Describe your most significant success & failure in the last two years.  What do you like to do best?  What do you like to do least?INTEREST IN SELF DEVELOPMENT  What has been the most important person or event in your own self-development?  What kind of books & other publications do you read?  Have you taken a management development course?  How are you helping your subordinates develop themselves? 21SOP-HR3/7/2013

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