DO IT RIGHT FOR THEDO IT RIGHT FOR THE FIRSTFIRST TIME..TIME..
HiringHiring ‘The BEST‘The BEST’’
@UNIVERSITY OF KARACHI By...
Recruiting : A CareerRecruiting : A Career
Driven SkillDriven Skill
• Your success as a manager isYour success as a manage...
Screening applicantsScreening applicants
& interviewing:& interviewing:
– ScreeningScreening - Talk to as- Talk to as
many...
The Selection InterviewThe Selection Interview
• Must be part of your system:Must be part of your system:
1.1. Job descrip...
– Have applicants fill out applicationHave applicants fill out application
forms before the interview.forms before the int...
Assessing the furtive factsAssessing the furtive facts
1.1. To assess competencies and skills that fit with theTo assess c...
Interviewing StrategiesInterviewing Strategies
– Don’Don’t talk too much.t talk too much.
• This is the biggest mistake th...
– Expend Organization’s Upcoming Plans and attractExpend Organization’s Upcoming Plans and attract
professional through a ...
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Recruitment - (Do it right the first time - hiring 'the best')

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HRM Class assignment for pre-decided title (Do it right the first time - Hiring the best) given by Professor Sirmad, University Of Karachi.

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  • Title Page
  • Key to Hire the Best
  • Slide # 01 - Screening and Interviewing Tips
  • Slide # 02 – Interview Checklist
  • Slide # 03 - Interviewing Tips
  • Slide # 04 – Assessing the furtive facts
  • Slide # 05 - Interviewing Strategies
  • Slide # 06 - Best source
  • Transcript of "Recruitment - (Do it right the first time - hiring 'the best')"

    1. 1. DO IT RIGHT FOR THEDO IT RIGHT FOR THE FIRSTFIRST TIME..TIME.. HiringHiring ‘The BEST‘The BEST’’ @UNIVERSITY OF KARACHI By Adeem S.
    2. 2. Recruiting : A CareerRecruiting : A Career Driven SkillDriven Skill • Your success as a manager isYour success as a manager is simply the result of how goodsimply the result of how good you are at hiring the peopleyou are at hiring the people around you.around you. • Finding the right people is theFinding the right people is the single biggest challenge for yousingle biggest challenge for you as a recruiter.as a recruiter.
    3. 3. Screening applicantsScreening applicants & interviewing:& interviewing: – ScreeningScreening - Talk to as- Talk to as many people as possiblemany people as possible on the telephone brieflyon the telephone briefly to assess qualifications.to assess qualifications. – Follow upFollow up – Do not line– Do not line up the candidate on theup the candidate on the first call. Make sure to digfirst call. Make sure to dig into the pool, choose theinto the pool, choose the best and then line up.best and then line up.
    4. 4. The Selection InterviewThe Selection Interview • Must be part of your system:Must be part of your system: 1.1. Job descriptions/assignments/competencies:Job descriptions/assignments/competencies:  Relevant reporting relationshipsRelevant reporting relationships  Statement of the department’s/team’s objectivesStatement of the department’s/team’s objectives  Details of responsibilities and duties (including teamwork)Details of responsibilities and duties (including teamwork)  Specific performance expected (outcomes)Specific performance expected (outcomes)  How performance will be measuredHow performance will be measured  Expected assignmentsExpected assignments  Assigned mentorAssigned mentor 2.2. List of necessary competencies for the assignmentList of necessary competencies for the assignment Recruiting, screening, interviewing, selection, checking references, andRecruiting, screening, interviewing, selection, checking references, and follow-up procedures and systemsfollow-up procedures and systems 3.3. Performance coaching systemPerformance coaching system
    5. 5. – Have applicants fill out applicationHave applicants fill out application forms before the interview.forms before the interview. – Review the job description, theReview the job description, the assignment, a list of desiredassignment, a list of desired competencies (on your Hiringcompetencies (on your Hiring Decision Scale), and theDecision Scale), and the candidate’s application before youcandidate’s application before you begin interviewing.begin interviewing. Always take notes – have theAlways take notes – have the questions on the Interviewing Guidequestions on the Interviewing Guide so you don’so you don’t have to remembert have to remember them.them. – Start easy, friendly, you’ll applyStart easy, friendly, you’ll apply some pressure later.some pressure later. Interview formalitiesInterview formalities
    6. 6. Assessing the furtive factsAssessing the furtive facts 1.1. To assess competencies and skills that fit with theTo assess competencies and skills that fit with the job situation and assignmentjob situation and assignment 2.2. To assess personal chemistry and cultural/values fitTo assess personal chemistry and cultural/values fit 3.3. To identify past behavior as an indicator of futureTo identify past behavior as an indicator of future behaviorbehavior 4.4. To predict success in the job and with theTo predict success in the job and with the organizationorganization • Objectives of a selection interview:Objectives of a selection interview:
    7. 7. Interviewing StrategiesInterviewing Strategies – Don’Don’t talk too much.t talk too much. • This is the biggest mistake that most interviewers make.This is the biggest mistake that most interviewers make. – Put candidates at ease, be friendly.Put candidates at ease, be friendly. – Probe for specific, detailed answers.Probe for specific, detailed answers. • Lots of follow-up questions.Lots of follow-up questions. – Ask situational questions.Ask situational questions. – Concentrate on past successes and skills, not onConcentrate on past successes and skills, not on experience or education.experience or education. – Do not respond to negatives – keep an openDo not respond to negatives – keep an open mindmind..
    8. 8. – Expend Organization’s Upcoming Plans and attractExpend Organization’s Upcoming Plans and attract professional through a corporate eventprofessional through a corporate event – From current employeesFrom current employees • Institute a bounty system.Institute a bounty system. – From industry contactsFrom industry contacts – From friendsFrom friends Best SourceBest Source • Referrals are the best source.

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