Unit 13 M1 Interview Process
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The documents outline the stages of the hiring process from application to post-interview. They describe: 1) The application process where candidates submit application packs with details to help employers determine eligibility, and are provided information about job requirements. 2) The shortlisting process to select the most qualified candidates for interviews from a large applicant pool. 3) The interview stage where candidates are asked questions and evaluated based on characteristics. Interviewers use checklists to assess candidates. 4) The post-interview process of informing candidates of hiring decisions, providing feedback, and conducting reference and background checks before finalizing employment. The stages are presented to inform applicants of what to expect and help move the process
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Unit 13 M1 Interview Process
- 1. Unit 13 M1 Lewis Appleton 1 Mr McColgan Pre-Interview Interview Thisis the final stage of the pre-interviewflow,once the importantapplicantshave beenshortlistedtheycanbe interviewed inwhichanumberof questionswouldbe askedand certaincharacteristicslookedfor. Short listing Thishappensif there are a large amount of applicants,ratherthaninterviewing 100’s of people whichwouldconsume alarge amountof time,shortlistingthe most eligible theninterviewingwouldallow the organisationtowaste lesstime andonly interview the peoplethathave potential. References Referencesmaybe neededforcertainjobssuchas importantjobroles,apersonis not likelytobe managinglife threateningmachinesif theyhave noreferences because the companywill notbe able toknow how theyhave workedbefore, referencesare alsothere tohelpsuchas forexample agoodreference statingyou’re hardworkingwouldbe favouredbycertainemployers. Application packs Afterthe personrequeststhe packtheycan applytothe joband will be requiredto give specificdetailsthatcouldhelpthembecome eligible.Thisallowsthe employer to knowall the specificinformationaboutthe candidatesandif there are many applicantsthentheycanshortlistthe mostfavourable. Information for candidates Before the applicationprocesscanbeginthe applicantneedstoknow whattheyare applyingforandwhat the jobmightinclude,therefore theyare givensome informationsuchaswhatthe personneeds,certain duties,andqualifications.This allowsthemtoknowif theyare potentiallyeligible forthe jobbefore applying.
- 2. Unit 13 M1 Lewis Appleton 2 Mr McColgan Interview Decision documentation The decisiondocumentationiswhatallowsthe interviewingcompanytochoose the correct personto getthe job;theywould compare all the goodinterviewsandmake a decisiononwhoiscorrect. Theywouldnotifyall the unsuccessful applicantsand the one or multiple successful candidatesthroughmail,email,orphone.Thisisthe post-interviewprocess. Interview checklist There are certaincharacteristicswhichwouldbe listedonachecklistforthe interviewertonotice,forexample if apersonlookedconfidentandansweredthe questionswithouthesitationthenthese maybe some of the characteristicsthat theywouldlookfor. Questions There will be aset listof questionsthatare to be askedto eachcandidate,they may eitherjustbe askedanda response givenortheycan be askedininstantfeedback, so afterthe questionhasbeenansweredthe interviewerforexamplemayaskwhy or what theythinkof something.
- 3. Unit 13 M1 Lewis Appleton 3 Mr McColgan Post-Interview Informing candidates of decisions Thisis the final thingthathas to be done,applicants thathave beenunsuccessful will be notifiedandif possibleareasonwhy.Theywill mostlikelybe contactedbymail, email orphone.The successful applicantorapplicantswill alsobe notifiedandtold theirstart date,salary,workinghours,holidayentitlementsandanyconditional circumstancesthatapply.For example theymayhave togeta certaingrade to get the job. Candidate’s feedback The applicantswill be givenanassessmentof theirinterview whichwouldallow themto see whatthe interviewerthoughtandtheycanthengive feedback,for example if theywere toldtheywere shakingthroughoutthe interview theycould respondtheyfeel nervousininterviews, basicallytheywouldbe explainingthatit wouldn’taffectthe worktheydidif theygotthe job. References Anyreferencesthatthe applicantshave shouldbe notified,previousemployerswill be able to tell the employerhow well the applicantworkedforthemwhichmostof the time will be infavourof the applicant,thisisn’tneededbutitgreatlyhelpsthe chancesfor the applicant. Police/medical checks Thisis one of the mostimportantthingsthathas to be lookedup,applicantsshould notifythe employerduringtheirapplicationof anyconvictions,if anycome backthat theyhave not declaredthentheymaynotbe eligibleforthe job,thisismore importantwithjobsthatinvolve children.Someonewithanangerproblemcouldnot workwithchildren.The same appliestomedical illnesses;someonecannotdooffice workif theyhave lack of concentration.
- 4. Unit 13 M1 Lewis Appleton 4 Mr McColgan How do the documents help inform the next stage? The informationforapplicantsallowsthemtoknow whattheyneedtobe able to applyforthe job; thispreventspeoplefromapplyingevenif theydonothave anythingsimilartowhatisrequired.This thenallowsthemtobe able to apply usingthe applicationform.Whilefillingoutthe formtheyhave the opportunitytonote anyreferencesthatwill be able togive themabetterchance of gettingthe job. Afterthisthe interviewingprocesscanthenstart.