This Presentation will help the Job Seekers with the Complete Interview Process, It gives a detail Idea about the Process and help in building the Confidence.
This presentation contains how to prepare for an interview. what is dress code, documents required before interview. It is complete guide for a interviewee.
Not sure if you are getting the most out of your interview? Do you wonder if you are asking the most appropriate questions? This interview training presentation will help! Decrease turnover, take less time to fill a position, and avoid making any mistakes.
In this file, you can ref mock interview tips with interview questions & answers, other mock interview tips materials such as: interview thank you letters, types of interview questions
This presentation contains how to prepare for an interview. what is dress code, documents required before interview. It is complete guide for a interviewee.
Not sure if you are getting the most out of your interview? Do you wonder if you are asking the most appropriate questions? This interview training presentation will help! Decrease turnover, take less time to fill a position, and avoid making any mistakes.
In this file, you can ref mock interview tips with interview questions & answers, other mock interview tips materials such as: interview thank you letters, types of interview questions
Recruitment and selection powerpoint presentationAndrew Schwartz
Having the highest performing employees is critical for the success of an organization but too often the best candidates can be hidden among stacks of scripted resumes. Hiring managers must learn strategies to find and select the right candidate. The Recruitment and Selection Powerpoint Presentation offers slides on topics such as: 27 points on creating a recruitment strategy, 24 slides on methods of recruiting, 10 tips for how to review resumes, 5 slides on evaluating interviews, 5 points on making the final decision, 17 points on assessing recruitment and selection strategies including 3 steps on how to benchmark these strategies, 15 slides on training and retention including 6 tips to increase retention and 8 tips for implementing training programs, 6 slides describing the legal issues, 4 slides for final action steps and much more. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
With job interviews the more thorough your preparation, the most likely your chance of being hired. This presentation contains information, tips and tools to help you ace any job interview.
This standalone presentation was originally created in INTE 6710 at the University of Colorado Denver. It has since been modified to better fit the needs and culture of my organization.
Recruitment and selection powerpoint presentationAndrew Schwartz
Having the highest performing employees is critical for the success of an organization but too often the best candidates can be hidden among stacks of scripted resumes. Hiring managers must learn strategies to find and select the right candidate. The Recruitment and Selection Powerpoint Presentation offers slides on topics such as: 27 points on creating a recruitment strategy, 24 slides on methods of recruiting, 10 tips for how to review resumes, 5 slides on evaluating interviews, 5 points on making the final decision, 17 points on assessing recruitment and selection strategies including 3 steps on how to benchmark these strategies, 15 slides on training and retention including 6 tips to increase retention and 8 tips for implementing training programs, 6 slides describing the legal issues, 4 slides for final action steps and much more. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
With job interviews the more thorough your preparation, the most likely your chance of being hired. This presentation contains information, tips and tools to help you ace any job interview.
This standalone presentation was originally created in INTE 6710 at the University of Colorado Denver. It has since been modified to better fit the needs and culture of my organization.
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!
Arthur Marshall : Recruitment and selection of staffArthur Marshall
Easy and fast way for Recruitment and selection of staff by Arthur Marshall. By using this ideas of selection you can easily select the persons for your jobs and required hiring.
HiringThing.com shows how to create a process for successfully finding and attracting qualified job candidates and outline how this can be done with calculated investments in time, money and effort.
Poonam yadav,talent acquisition intern at grip feb 21PoonamYadav247
Human Resources & Campus Ambassador Tasks
Different and effective ways of recruiting, How to get referrals from people on LinkedIn, plan for recruitment using
Social Media,
The Selection Processinitial screening.docxssusera34210
The Selection Process
initial screening
completed application
employment test
comprehensive interview
conditional
job offer
medical/physical examination
(conditional job offer made)
permanent
job offer
reject applicant
background examination
if required
Passed
Passed
Able to perform essential elements of the job
Passed
Passed
Passed
Problems encountered
Failed to impress interviewer and/or
meet job expectations
Failed test
Failed to complete application or
failed job specifications
Failed to meet minimum qualifications
Unfit to do essential
elements of job
The selection process typically consists of eight steps.
The Selection Process
initial screening
interview
weeding out of applicants who don’t meet general job requirements
screening interviews help candidates decide if position is suitable
Job description information is shared
along with a salary range.
The Selection Process
completing
the application
Gives a job-performance-related synopsis of what applicants have been doing, their skills and accomplishments.
Legal considerations
1. omit items that are not job-related; e.g., sex, religion
2. includes statement giving employer the right to
dismiss an employee for falsifying information
3. asks for permission to check work references
4. typically includes “employment-at-will” statement
The Selection Process
Weighted application forms
individual pieces of information are validated against performance and turnover measures and given appropriate weights
data must be collected for each job to determine how well a particular item (e.g., years of schooling, tenure on last job) predicts success on target job
completing
the application
The Selection Process
information collected on application forms can be highly predictive of successful job performance
forms must be validated and continuously reviewed and updated
data should be verified through background investigations
completing
the application
The Selection Process
performance simulation tests require applicants to engage in job behaviors necessary for doing the job successfully
work sampling uses job analysis to develop a miniature replica of the job so the applicant can demonstrate his/her skills
assessment centers give tests and exercises, (individual and group), to assess managerial potential or other complex skills
Selection practices must be adapted to cultures
and regulations of the host country.
pre-employment testing
The Selection Process
assesses motivation, values, ability to work under pressure, attitude, ability to fit in
can be traditional, panel, or situational
especially useful for high-turnover jobs and less routine ones
comprehensive
interviews
The interview is only as effective as those conducting it.
The Selection Process
impression management, (applicant’s desire to project the “right” image), may skew interview results
Interviewer bias, created by reviewing materials such as the resume, application, or te ...
The ultimate hiring tool box for small medium businessDaorong Lin
Recruiting and hiring the right candidates takes time, energy, and patience. As a small business, you’re already running on empty. That’s why we at LinkedIn developed this hiring toolbox full of forms, checklists, templates, and tips for you to use at each stage of your recruiting and hiring process.
2015 Ultimate Hiring Toolbox For Small & Medium BusinessesSage HR
Get checklists, templates, forms, and more!
Recruiting and hiring the right candidates takes time and energy, especially if you work in a small or medium sized business. To help you save time and effort, we've developed an easy-to-use hiring toolbox filled with checklists, templates, forms, and best practices for finding and hiring top talent.
This free resource offers:
- Recruiting and onboarding checklists: A downloadable checklist of to-do's for you to use during pre and post hire.
- Forms and interview templates: Templates that assist with interviewing, assessments, team alignment, and more.
- Top technologies and features: A review of the most impactful products and features successful hiring professionals use.
- Creative tips: Tips and tricks for creating a positive on-site interview experience
Download your free copy to help speed up productivity and improve your hiring process!
This Presentation will help you with Techniques on Telephonic Interview Round..
ReKruiTIn.com - India's Fastest Growing Job Portal - Helps to Enhance your Job Search
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ReKruiTIn.com Team
HelpDesk - 7666 388 488
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Not sure what you should include on your resume? Here's a list of the information that shouldn't be included when writing a resume.
We are right here to help you with more information in Resume Writing / Professional CV and Career Advice...
Contact: +91 7666 388 488 | rekruit@rekruitin.com
This Video provides information about Group Discussion along with Skills, Few tips and Important Points.
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This Video provides detail information about Team Management, observation @ work place.
For more details, please log in to www.rekruitin.com
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ReKruiTIn.com
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This PPT File helps IT freshers with the Basic Interview Questions, which will boost there confidence before going to the Interview. For more details and Interview Questions please log in www.rekruitin.com and click on Job Seeker tools. Also register on the and get employed.
By ReKruiTIn.com
This PPT File, helps with the Basic Interview Questions specially for DataBase Domain.. For more questions , please log in to www.rekruitin.com
By ReKruiTIn.com
This PPT will help for SAP Interview Questions particularly SAP domain Candidates. for more information please login to www.rekruitin.com
By ReKruiTIn.com
This PPT, will be very helpful for Engineering candidates specially frehsers who have opted .net . For more details log in to www.rekruitin.com
By ReKruiTIn.com
This Presentation helps JobSeekers, in writing there Resume, It helps in getting the resume shortlisted, and it increases your chances in getting Employed
New Explore Careers and College Majors 2024.pdfDr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
For more Information, go to https://bit.ly/3SW5w8W
Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
2. Interview Process?
www.rekruitin.com
A job interview is a process in which a potential employee is evaluated by an employer for
prospective employment in their company, organization, or firm. During this process, the
employer hopes to determine whether or not the applicant is suitable for the role.
Steps of Interview Process:
1. Before the Interview :
- Go through the Job Description thoroughly
- Select the Top Candidates suitable for the Position
- E-mail shortlisted candidate with the next step of Interview Process
2. Schedule the Interview
3. Shortlist Candidate after Interview
4. Review the profile
5. Selection of the Candidates
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Steps of Interview Process:
1. Telephonic Round – Initial Screening
2. Personal Interview
3. Group Discussion
4. Technical Interview – (Specially for Technical
Positions)
5. Final Selection – Offer Letter
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Tips to Review Applicants
Resume
Review the Job Description(s) for the position(s) you are attempting to file
Note minimum requirements needed and refer to them often as you review resumes
Check work experience for applicability to the position for which they are applying, length of
time in each position, promotions or awards received for leaving each position
Check educational background for qualification necessary to successful Job Performance
Note Special Skills
Note any questions that arise when reviewing the resume and ask those during a telephone
screening
Divide the resume in below category:
- Resumes which are a close match to the Job Requirement and for which a Telephone Screen is
appropriate
- Resume which meet some requirements and can be considered secondarily
- Resumes which do not meet the requirements at all
5. www.rekruitin.com
Schedule a Telephonic
Interview
Once you Determine your top candidates, perform a Telephonic Screening round
During Telephonic screening round, briefly describe the position, location, hours and salary
range and ask if the candidate is still interested in being considered
The Phone screen allows you to asses if the candidate's experience, qualifications, work
preferences, etc. are in line with those of the department / organization and the position they
have applied for
Allow at least 15-20 minutes for the screening
Determine if the candidate has the "must haves" before offering the an In-Person Interview
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Prepare Interview
Questions
Create Interview questions which should be Job related and used to assess the Knowledge,
Skills, and abilities necessary to perform the Essential Job Duties.
Structure the Interview Process and Questions - It helps to ensure that all candidates are
assessed based on the same criteria and help reduce bias that may occur.
Interview Process should be conducted in the same manner and the same order for each
candidates.
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3 Main Type of Interview
Questions…
Below mentioned are the Three main types of Questions which helps in assessing candidate's
Qualification:
BEHAVIORAL INTERVIEW:
Use Behavioral Interview (Past Behavior) questions to ask about specific experiences that the
candidate may have that exhibits its competencies needed for the job.
Behavioral questions are designed to assess the critical knowledge, Skills, and abilities required
for a Job based on requirements in the Job Description.
Past behavior is the best predictor of future Behavior!!!
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SITUATIONAL QUESTIONS:
Use Situational questions (Future Behavior) to create a scenario that is
representative of specific activities and responsibilities on the Job.
These questions are created from critical incidents(examples) of good, average and
poor behavior regarding the essential job duties required for the Job.
JOB - RELATED QUESTIONS:
Ask Job Relate Questions to assess necessary
Knowledge
Skills
Abilities
9. www.rekruitin.com
In – Person Interview
Process
Inform candidates one day prior to the Interview.
Confirm the Interview Location, Timing and Date.
Also provide concern Person's Name an Title to the candidate.
Remind the Candidate to bring there Resume at the time of Interview.
Go through the Paperwork including Cover - Letter, Resume and Application, make
notes based on the paper work and determine what Job related questions to ask.
10. www.rekruitin.com
Key Points During
Interview
To Gather information and assess the candidate's past Experiences, Knowledge,
Skills an Abilities, as it relates to the Job.
Past behavior is the best predictor of future behavior.
Select an appropriate candidate, who fits into the criteria mentioned in the Job
Description.
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