Design empathy map
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The document discusses a manager's perspective on hiring for a complex technical role. The manager finds it difficult to find qualified candidates and feels HR does not understand the needs of technical hiring. They conduct informal interviews to assess fit and prefer experience over degrees alone. The manager believes credentials may get candidates in the door but the right fit is needed to receive an offer for their challenging work environment.
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Balasubramaniam_S Covering Letter
The candidate is applying for an open position mentioned by the recruiting consultant. He has over 11 years of diverse experience across finance, consulting, operations, project management, and client relations. He believes his varied background is a strong fit for the role. The letter requests an interview to further discuss how he can contribute to the organization's growth.
Design challenge assignment empathize and define- by sushma nair
Mr. X is the owner of a company that supplies automobile spare parts. He works long hours to expand his business internationally but spends a lot of time reviewing and reworking administrative work. He struggles to find qualified candidates for administrative and engineering roles, and needs a more efficient way to identify promising candidates before interviewing them. His current process of a short initial interview and gauging performance in the first two weeks is not sufficient.
Recruitment
The document discusses recruitment sources for hiring employees, including internal and external options. Internal sources like promotions and transfers motivate current staff, but may not provide suitable candidates. External sources like advertisements and employment exchanges provide a wider candidate pool and new ideas, but can demoralize current employees. Both sources have advantages and disadvantages, so the best approach is to use a mix of internal and external recruitment depending on the position and needs of the organization.
Recruitment and Selection - Management for Dummies
The slides will give you a general overview of recruiting and selecting new employees for your organizations.
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The document discusses common mistakes that interviewers make when conducting job interviews. It identifies four types of mistaken interviewers: The Tricker, who stresses candidates unnecessarily; The Incompetent, who is unprepared for interviews; The Superficial, who lets superficial factors influence their decision; and The Disorganized, who lacks structure in the interview process. It emphasizes the importance of proper preparation, having a clear idea of what you are looking for in a candidate, asking relevant questions, treating all candidates fairly, and providing feedback. Bad hiring decisions can be costly for companies due to factors like low productivity, attrition, and lost customers. Interviewing requires both an art and a science, and interviewers should develop their own structured style
Interviews.pptx
The document discusses interviews, including what they are, types of interviews, and tips for conducting oneself during an interview. It defines an interview as a conversation where one person asks questions and another answers. It describes common interview types like personal, group, and panel interviews. It provides guidance on what to wear, bring, and how to conduct oneself, such as preparing, acting professionally, using positive body language, expressing gratitude, and directing the conversation towards your strengths.
Im A Perfect Fit
The document discusses the hiring process from the perspective of a company. It describes how a job requisition is created, approved, and used to officially begin the recruiting process. The sourcing, screening, and interviewing steps are then discussed, noting that the specific process can vary between companies and positions. Finally, some common reasons a candidate may not be selected are provided, such as a mismatch with the job description or screening mistakes, as well as steps a candidate can take to improve their chances, like networking and confirming position details remain accurate.
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This slideshow presentation will show you valuable information and ideas to use during the interview and hiring stage. There will also be some ideas and ways keep them in your company for a long time.Recommended
Balasubramaniam_S Covering Letter
The candidate is applying for an open position mentioned by the recruiting consultant. He has over 11 years of diverse experience across finance, consulting, operations, project management, and client relations. He believes his varied background is a strong fit for the role. The letter requests an interview to further discuss how he can contribute to the organization's growth.
Design challenge assignment empathize and define- by sushma nair
Mr. X is the owner of a company that supplies automobile spare parts. He works long hours to expand his business internationally but spends a lot of time reviewing and reworking administrative work. He struggles to find qualified candidates for administrative and engineering roles, and needs a more efficient way to identify promising candidates before interviewing them. His current process of a short initial interview and gauging performance in the first two weeks is not sufficient.
Recruitment
The document discusses recruitment sources for hiring employees, including internal and external options. Internal sources like promotions and transfers motivate current staff, but may not provide suitable candidates. External sources like advertisements and employment exchanges provide a wider candidate pool and new ideas, but can demoralize current employees. Both sources have advantages and disadvantages, so the best approach is to use a mix of internal and external recruitment depending on the position and needs of the organization.
Recruitment and Selection - Management for Dummies
The slides will give you a general overview of recruiting and selecting new employees for your organizations.
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The document discusses common mistakes that interviewers make when conducting job interviews. It identifies four types of mistaken interviewers: The Tricker, who stresses candidates unnecessarily; The Incompetent, who is unprepared for interviews; The Superficial, who lets superficial factors influence their decision; and The Disorganized, who lacks structure in the interview process. It emphasizes the importance of proper preparation, having a clear idea of what you are looking for in a candidate, asking relevant questions, treating all candidates fairly, and providing feedback. Bad hiring decisions can be costly for companies due to factors like low productivity, attrition, and lost customers. Interviewing requires both an art and a science, and interviewers should develop their own structured style
Interviews.pptx
The document discusses interviews, including what they are, types of interviews, and tips for conducting oneself during an interview. It defines an interview as a conversation where one person asks questions and another answers. It describes common interview types like personal, group, and panel interviews. It provides guidance on what to wear, bring, and how to conduct oneself, such as preparing, acting professionally, using positive body language, expressing gratitude, and directing the conversation towards your strengths.
Im A Perfect Fit
The document discusses the hiring process from the perspective of a company. It describes how a job requisition is created, approved, and used to officially begin the recruiting process. The sourcing, screening, and interviewing steps are then discussed, noting that the specific process can vary between companies and positions. Finally, some common reasons a candidate may not be selected are provided, such as a mismatch with the job description or screening mistakes, as well as steps a candidate can take to improve their chances, like networking and confirming position details remain accurate.
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Never, Ever Fib or Push the Truth on Your Resume or in an Interview
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The most important thing to remember when you are interviewing for a job is that while qualifications and past work experience are very important, the main point of an interview is not to pick those apart, it is to judge whether you and your personality are a good fit for the given employer. After all, your qualifications have already been deemed satisfactory—that’s why you were offered an interview!
Lying to an interviewer, either in person or on your resume, will only harm you. If and when a lie is uncovered, the damage will be irreparable. Not only will you appear dishonest, but you will likely come across as insecure as well. As a general matter, insecurity does not make most people likable to employers.
Working With People
The document provides advice on working with people from an interview for a promotion. It outlines 6 principles: 1) Present a positive upbeat attitude, 2) Use straight talk, 3) Follow up on commitments, 4) Project a good image, 5) Respect the other person's situation, and 6) Use advisors. These principles helped the author become more successful than imagined by focusing on positive interactions, clear communication, follow through, professionalism, empathy, and learning from others.
HRM500 Week 4 Scenario Script The Selection Process Slide #Sc.docx
HRM500 Week 4 Scenario Script: The Selection Process
Slide #
Scene/Interaction
Narration
HRM500 Week 3 Scenario Script - Part 1: Selection Process
Slide 1
Scene 1
Angela’s Office
[HR Director Angela, HR Manager Michael and HR Manager Ashley]
Angela: Organizations look to hire people who are a good fit for the position and the organization. Companies that understand the competitive advantage of hiring good people are more selective when choosing employees. An organization’s decisions about selecting employees are important to its ability to survive, adapt and grow.
Slide 2
Scene 2
Angela’s Office
Angela: Ashley and Michael, we need to hire 50 new employees to work in our Call Center to support our new product. These employees will answer customers’ calls regarding the device. They will provide technical support and schedule service appointments.
We will need to create a job description and testing options. We must figure out the interviewing and selection processes, and decide how we want to communicate hiring decisions.
What are your suggestions on the steps we will need to take?
Michael: The first step is to create a job description and identify the knowledge, skills and abilities needed to perform the job.
A resource to help us create the job description is o-net online.org. On this website we can search by job title and locate tasks performed in the role, tools and technology that will be used, knowledge, skills, abilities, and work activities that will be involved.
Ashley: The next step would be to post the positions on the internet and internally within the organization.
Once candidates have been identified through recruitment efforts, we will need to narrow the number by screening resumes and identifying individuals that are most qualified to perform the job.
Angela: We will need to determine employment tests that would identify people with the necessary skills to perform the job.
Some of the skills needed would be critical thinking, problem solving, system analysis, judgment and decision making skills.
Michael: We will want to use an aptitude test that can assess how well a person can learn and acquire skills and abilities.
We will also use an achievement test to measure the candidates’ existing knowledge and skills. Also, a cognitive ability test will be used to assess verbal skills and reasoning. Honesty tests and drug tests could also be used.
Angela: This is a good start. Tomorrow we will focus on the interviewing process.
Slide 3
Scene 3
Angela’s Office
Angela: The interview is an important part of any selection process. Once we narrow down the number of candidates and complete the testing process, we can focus on interviews.
We will need some supervisors and current team members to participate in the application process. The interviews will allow candidates and representatives from the company to obtain information and evaluate the applicants’ qualifications.
Ashley: There are several interviewing.
Prepare for your job interview - Student reference
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Hiring Right People Requires a bit of Luck and lot of Hard Work - Malavika Ac...
As a recruiter, my job entails finding the right talent. My daily schedule is planned out according to what kind of a person my company is looking to hire.
A chief benefit of working as a recruiter is the fact that you’re adding value to the business directly! However, this can be considered a challenge too since it can affect your company in a good/bad way.
One of the biggest challenges is to hire people for night shifts. It’s difficult to find people who are willing to work in night shifts.
As a recruiter, you have to approach people and convince them to join your company. This requires commendable communication skills.
Competency based recruitment
Recruitment involves attracting candidates and selecting the right person for the job. The recruitment process includes posting vacancies, screening resumes, conducting interviews, and making a hiring decision. Hiring the wrong person can be costly and harm productivity. Competency-based recruitment focuses on identifying candidates with behaviors that predict successful job performance. It involves defining the key competencies for a role and assessing candidates based on behavioral examples that demonstrate their competencies. Competency-based interviews are more structured and job-focused than conventional interviews, relying on questions about past experiences to predict future performance.
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This document provides tips and guidance for writing motivation letters, CVs, preparing for job interviews, and following up after an interview. It discusses including relevant skills and experiences in a motivation letter, addressing it to the correct contact, and checking for errors. For CVs, it recommends including name, contact details, personal statement, skills, work history, education, and references. When preparing for an interview, it advises arriving on time, dressing professionally, researching the company, having questions prepared, and following up with a thank you letter after.
Job Hunting Tips & Tricks
A presentation I made for Bow Valley College in Canmore, Alberta Canada.
Detailing on what recruiters and HR professionals look for when you apply for a job.
What is most important professional qualities or fitting personality
Professional qualities like technical competence, honesty, and punctuality are essential for any profession. A "fitting personality" means one that is compatible with and can adapt to a specific workplace environment and company culture. When hiring, interviewers look for candidates that not only have the skills for the job but also the personality traits to fit in with the organization. While skills are important, recent surveys found that companies value personality traits like drive, creativity, and open-mindedness even more, as these qualities help employees collaborate effectively and advance the business goals. The most desirable candidates will demonstrate a balance of both strong professional qualifications and a personality that is a good cultural fit.
Factors In Successful Recruitment & Retention July 09
A presentation providing insight into some factors that allow for successful recruitment and retention. It is still important to hire the right candidates and to keep them!
Interview Blues
The document provides an overview of interviews and interview skills. It discusses the importance of interviews, different types of interviews, and key skills needed before, during, and after an interview such as researching the company, practicing answers to common questions, following up after the interview. The document also outlines common questions asked in interviews and emphasizes being prepared, confident, and maintaining eye contact during the interview.
Inside the interview: A Job Seeker's Guide to Understanding the Interviewer's...
This document provides an overview of different interview techniques from the perspective of a job seeker. It discusses traditional, directive, behavioral, SOARA/STAR, case/audition, and stress interview formats. For each type, it describes the goal and approach of the interviewer and provides tips for candidates on how to prepare and examples of common questions. The overall message is that understanding an interviewer's perspective and being ready to discuss past experiences can help candidates succeed in different interview styles.
201409 APC Article - Great Job Ads Attract The Right People
The document provides advice on how to write effective job postings to attract top talent. It recommends (1) describing the ideal job candidate's traits, responsibilities, company values, and compensation package in detail so applicants can self-select; (2) using words aligned with behavioral traits like assertiveness, sociability, or reliability to attract candidates with the right fit; and (3) advertising jobs through one's own professional networks in addition to job boards. The goal is to make it clear what type of candidate and work environment the position requires to find the "right people".
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The document discusses expectations that industries have of management students and provides advice for students. It outlines key knowledge and traits industries seek, such as analytical skills, problem solving abilities, communication skills, and leadership qualities. The document also provides tips for students to present themselves successfully during the interview process, including researching the organization, preparing for questions, and following up with a thank you note after the interview.
Expectations Of Industries From Management Students
The document discusses expectations that industries have of management students and provides advice for students. It outlines key traits and skills industries seek, such as analytical skills, teamwork abilities, leadership qualities, and communication skills. It also emphasizes the importance of practical experience, a positive attitude, and continuous learning. The document concludes by offering tips for successful job interviews, including preparing, presenting oneself professionally, and following up afterwards.
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The document provides information about resumes, interviews, and job interview preparation. It discusses that resumes should be concise and fit on one page, highlighting personal information, work experience, skills, and accomplishments. Interviews are used to verify the accuracy of a resume and assess the candidate. Common interview questions are provided along with tips for how to prepare for and perform well in interviews, including practicing answers to tough questions, researching the company, having a copy of your resume, and following up with a thank you letter. Key things employers look for are also listed such as hard work, teamwork, critical thinking, and adaptability.
Sos Get Offered-Resume & Interview skill training for ECNU students
The document provides information about resumes, interviews, and job interview preparation. It discusses that resumes should be concise and fit on one page, highlighting personal information, work experience, skills, and accomplishments. Interviews are used to verify the accuracy of a resume and assess the candidate. Common interview questions are provided along with tips for how to prepare for and perform well in interviews, including practicing answers to tough questions, researching the company, having a copy of your resume, and following up with a thank you letter. Key things employers look for include hard work, teamwork, critical thinking, initiative, adaptability, and time management skills.
Recruitment process slides leke oshiyemi march 2012
Understand the importance of recruitment to the organization
Identify the outcomes of the Selection Decision to the organization
Detail the main biases that can occur during the selection process
Implement an effective Recruitment Process
The Proven System that Successfully Matches the right Candidate to the Right Job
This document introduces a job matching system that uses assessments and scientific methodology to match candidates to jobs based on fit rather than biases or assumptions. It begins by outlining problems with traditional hiring approaches that often lead to bad hires. It then defines job matching as a scientific approach using tools like detailed job and candidate assessments to benchmark jobs and determine the best fit. The document explains how this approach can benefit organizations through improved performance, engagement, retention and reduced costs from replacing bad hires. It presents an overview of how the job matching process works from defining job benchmarks to selecting, inducting, developing and managing talent based on the benchmarks.
More Related Content
Similar to Design empathy map
Re thinking recruitment
Since Covid has accelerated virtual recruitment, the largest problem in recruitment is identifying the interview prospects from the applicants.
Never, Ever Fib or Push the Truth on Your Resume or in an Interview
EmploymentCrossing CEO, A. Harrison Barnes, discusses the importance of never telling a lie on your resume or in an interview:
The most important thing to remember when you are interviewing for a job is that while qualifications and past work experience are very important, the main point of an interview is not to pick those apart, it is to judge whether you and your personality are a good fit for the given employer. After all, your qualifications have already been deemed satisfactory—that’s why you were offered an interview!
Lying to an interviewer, either in person or on your resume, will only harm you. If and when a lie is uncovered, the damage will be irreparable. Not only will you appear dishonest, but you will likely come across as insecure as well. As a general matter, insecurity does not make most people likable to employers.
Working With People
The document provides advice on working with people from an interview for a promotion. It outlines 6 principles: 1) Present a positive upbeat attitude, 2) Use straight talk, 3) Follow up on commitments, 4) Project a good image, 5) Respect the other person's situation, and 6) Use advisors. These principles helped the author become more successful than imagined by focusing on positive interactions, clear communication, follow through, professionalism, empathy, and learning from others.
HRM500 Week 4 Scenario Script The Selection Process Slide #Sc.docx
HRM500 Week 4 Scenario Script: The Selection Process
Slide #
Scene/Interaction
Narration
HRM500 Week 3 Scenario Script - Part 1: Selection Process
Slide 1
Scene 1
Angela’s Office
[HR Director Angela, HR Manager Michael and HR Manager Ashley]
Angela: Organizations look to hire people who are a good fit for the position and the organization. Companies that understand the competitive advantage of hiring good people are more selective when choosing employees. An organization’s decisions about selecting employees are important to its ability to survive, adapt and grow.
Slide 2
Scene 2
Angela’s Office
Angela: Ashley and Michael, we need to hire 50 new employees to work in our Call Center to support our new product. These employees will answer customers’ calls regarding the device. They will provide technical support and schedule service appointments.
We will need to create a job description and testing options. We must figure out the interviewing and selection processes, and decide how we want to communicate hiring decisions.
What are your suggestions on the steps we will need to take?
Michael: The first step is to create a job description and identify the knowledge, skills and abilities needed to perform the job.
A resource to help us create the job description is o-net online.org. On this website we can search by job title and locate tasks performed in the role, tools and technology that will be used, knowledge, skills, abilities, and work activities that will be involved.
Ashley: The next step would be to post the positions on the internet and internally within the organization.
Once candidates have been identified through recruitment efforts, we will need to narrow the number by screening resumes and identifying individuals that are most qualified to perform the job.
Angela: We will need to determine employment tests that would identify people with the necessary skills to perform the job.
Some of the skills needed would be critical thinking, problem solving, system analysis, judgment and decision making skills.
Michael: We will want to use an aptitude test that can assess how well a person can learn and acquire skills and abilities.
We will also use an achievement test to measure the candidates’ existing knowledge and skills. Also, a cognitive ability test will be used to assess verbal skills and reasoning. Honesty tests and drug tests could also be used.
Angela: This is a good start. Tomorrow we will focus on the interviewing process.
Slide 3
Scene 3
Angela’s Office
Angela: The interview is an important part of any selection process. Once we narrow down the number of candidates and complete the testing process, we can focus on interviews.
We will need some supervisors and current team members to participate in the application process. The interviews will allow candidates and representatives from the company to obtain information and evaluate the applicants’ qualifications.
Ashley: There are several interviewing.
Prepare for your job interview - Student reference
This presentation was delivered at Da Nang College of Commerce last week. Basic information about job market, job interview tips and what students should do to prepare for their career life.
Hiring Right People Requires a bit of Luck and lot of Hard Work - Malavika Ac...
As a recruiter, my job entails finding the right talent. My daily schedule is planned out according to what kind of a person my company is looking to hire.
A chief benefit of working as a recruiter is the fact that you’re adding value to the business directly! However, this can be considered a challenge too since it can affect your company in a good/bad way.
One of the biggest challenges is to hire people for night shifts. It’s difficult to find people who are willing to work in night shifts.
As a recruiter, you have to approach people and convince them to join your company. This requires commendable communication skills.
Competency based recruitment
Recruitment involves attracting candidates and selecting the right person for the job. The recruitment process includes posting vacancies, screening resumes, conducting interviews, and making a hiring decision. Hiring the wrong person can be costly and harm productivity. Competency-based recruitment focuses on identifying candidates with behaviors that predict successful job performance. It involves defining the key competencies for a role and assessing candidates based on behavioral examples that demonstrate their competencies. Competency-based interviews are more structured and job-focused than conventional interviews, relying on questions about past experiences to predict future performance.
The Myths and Realities of the Legal Career Part 2
This document provides tips and guidance for writing motivation letters, CVs, preparing for job interviews, and following up after an interview. It discusses including relevant skills and experiences in a motivation letter, addressing it to the correct contact, and checking for errors. For CVs, it recommends including name, contact details, personal statement, skills, work history, education, and references. When preparing for an interview, it advises arriving on time, dressing professionally, researching the company, having questions prepared, and following up with a thank you letter after.
Job Hunting Tips & Tricks
A presentation I made for Bow Valley College in Canmore, Alberta Canada.
Detailing on what recruiters and HR professionals look for when you apply for a job.
What is most important professional qualities or fitting personality
Professional qualities like technical competence, honesty, and punctuality are essential for any profession. A "fitting personality" means one that is compatible with and can adapt to a specific workplace environment and company culture. When hiring, interviewers look for candidates that not only have the skills for the job but also the personality traits to fit in with the organization. While skills are important, recent surveys found that companies value personality traits like drive, creativity, and open-mindedness even more, as these qualities help employees collaborate effectively and advance the business goals. The most desirable candidates will demonstrate a balance of both strong professional qualifications and a personality that is a good cultural fit.
Factors In Successful Recruitment & Retention July 09
A presentation providing insight into some factors that allow for successful recruitment and retention. It is still important to hire the right candidates and to keep them!
Interview Blues
The document provides an overview of interviews and interview skills. It discusses the importance of interviews, different types of interviews, and key skills needed before, during, and after an interview such as researching the company, practicing answers to common questions, following up after the interview. The document also outlines common questions asked in interviews and emphasizes being prepared, confident, and maintaining eye contact during the interview.
Inside the interview: A Job Seeker's Guide to Understanding the Interviewer's...
This document provides an overview of different interview techniques from the perspective of a job seeker. It discusses traditional, directive, behavioral, SOARA/STAR, case/audition, and stress interview formats. For each type, it describes the goal and approach of the interviewer and provides tips for candidates on how to prepare and examples of common questions. The overall message is that understanding an interviewer's perspective and being ready to discuss past experiences can help candidates succeed in different interview styles.
201409 APC Article - Great Job Ads Attract The Right People
The document provides advice on how to write effective job postings to attract top talent. It recommends (1) describing the ideal job candidate's traits, responsibilities, company values, and compensation package in detail so applicants can self-select; (2) using words aligned with behavioral traits like assertiveness, sociability, or reliability to attract candidates with the right fit; and (3) advertising jobs through one's own professional networks in addition to job boards. The goal is to make it clear what type of candidate and work environment the position requires to find the "right people".
Expectations Of Industries From Management Students
The document discusses expectations that industries have of management students and provides advice for students. It outlines key knowledge and traits industries seek, such as analytical skills, problem solving abilities, communication skills, and leadership qualities. The document also provides tips for students to present themselves successfully during the interview process, including researching the organization, preparing for questions, and following up with a thank you note after the interview.
Expectations Of Industries From Management Students
The document discusses expectations that industries have of management students and provides advice for students. It outlines key traits and skills industries seek, such as analytical skills, teamwork abilities, leadership qualities, and communication skills. It also emphasizes the importance of practical experience, a positive attitude, and continuous learning. The document concludes by offering tips for successful job interviews, including preparing, presenting oneself professionally, and following up afterwards.
Sos Get Offered-Resume & Interview skill training for ECNU students
The document provides information about resumes, interviews, and job interview preparation. It discusses that resumes should be concise and fit on one page, highlighting personal information, work experience, skills, and accomplishments. Interviews are used to verify the accuracy of a resume and assess the candidate. Common interview questions are provided along with tips for how to prepare for and perform well in interviews, including practicing answers to tough questions, researching the company, having a copy of your resume, and following up with a thank you letter. Key things employers look for are also listed such as hard work, teamwork, critical thinking, and adaptability.
Sos Get Offered-Resume & Interview skill training for ECNU students
The document provides information about resumes, interviews, and job interview preparation. It discusses that resumes should be concise and fit on one page, highlighting personal information, work experience, skills, and accomplishments. Interviews are used to verify the accuracy of a resume and assess the candidate. Common interview questions are provided along with tips for how to prepare for and perform well in interviews, including practicing answers to tough questions, researching the company, having a copy of your resume, and following up with a thank you letter. Key things employers look for include hard work, teamwork, critical thinking, initiative, adaptability, and time management skills.
Recruitment process slides leke oshiyemi march 2012
Understand the importance of recruitment to the organization
Identify the outcomes of the Selection Decision to the organization
Detail the main biases that can occur during the selection process
Implement an effective Recruitment Process
The Proven System that Successfully Matches the right Candidate to the Right Job
This document introduces a job matching system that uses assessments and scientific methodology to match candidates to jobs based on fit rather than biases or assumptions. It begins by outlining problems with traditional hiring approaches that often lead to bad hires. It then defines job matching as a scientific approach using tools like detailed job and candidate assessments to benchmark jobs and determine the best fit. The document explains how this approach can benefit organizations through improved performance, engagement, retention and reduced costs from replacing bad hires. It presents an overview of how the job matching process works from defining job benchmarks to selecting, inducting, developing and managing talent based on the benchmarks.
Similar to Design empathy map (20)
Never, Ever Fib or Push the Truth on Your Resume or in an Interview
Never, Ever Fib or Push the Truth on Your Resume or in an Interview
HRM500 Week 4 Scenario Script The Selection Process Slide #Sc.docx
HRM500 Week 4 Scenario Script The Selection Process Slide #Sc.docx
Prepare for your job interview - Student reference
Prepare for your job interview - Student reference
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Hiring Right People Requires a bit of Luck and lot of Hard Work - Malavika Ac...
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Factors In Successful Recruitment & Retention July 09
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Inside the interview: A Job Seeker's Guide to Understanding the Interviewer's...
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201409 APC Article - Great Job Ads Attract The Right People
201409 APC Article - Great Job Ads Attract The Right People
Expectations Of Industries From Management Students
Expectations Of Industries From Management Students
Expectations Of Industries From Management Students
Expectations Of Industries From Management Students
Sos Get Offered-Resume & Interview skill training for ECNU students
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Recruitment process slides leke oshiyemi march 2012
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The Proven System that Successfully Matches the right Candidate to the Right Job
The Proven System that Successfully Matches the right Candidate to the Right Job
Design empathy map
- 1. It’s hard to find really good people We tend to hire people with experience There are a handful of companies in this area with an environment as complex as ours HR makes us use Caliper tests, but it’s a counter- indicator… We had our best engineer take it and he scored “not matched” HR doesn’t understand how to hire technical people Schooling is fine, but I need doers that can get the job done A lot of people can’t handle what we do and just can’t cut it Conducts interviews in a conversational style – has standard questions from HR but does not stay with the standard questions Friendly demeanor when talking with potential applicants Talks nicely to HR on the phone, but complains about HR not understanding what we need after hanging up It takes a certain type of person to make it here I know what I’m doing, and I don’t need HR to tell me how to interview Just because someone has a degree that doesn’t mean they know what they are doing The best school is the “school of hard knocks” The person I hire has to be someone I get along with since I am going to be spending a lot of time with them Whoever I hire has to be a good “fit” Credentials may get someone in the door, since HR does a lot of the screening, but someone has to be the right “fit” to get an offer Seasoned manager, with significant hands on experience and technical knowledge, who is very dedicated and has worked at the company for 15 years Dedicated, hard-working, seasoned manager with significant technical knowledge and industry experience Find and hire qualified candidates with the necessary experience and skills related to a complex technical environment School work has some value, but is insufficient to get hired at many firms. There is a mismatch between available positions and the talent pool of qualified candidates. There is a mismatch between available positions and the talent pool of qualified candidates.