The document discusses using personality profiling techniques in recruitment and selection. It outlines the objectives of the course which are to give students hands-on experience with recruitment advertisements, profiling techniques, and different interviewing methods. The syllabus includes a comparative study of recruitment advertisements, an analysis of profiling techniques like personality, aptitude and competency, and a study of different interview modes. It also discusses how personality profiling can help assess a candidate's competence, personality traits, motivation and values to see if they are a good fit for the job and company culture.
INTERNATIONAL HUMAN RESOURCES MANAGEMENT- soft models and hard models of HRM such as Harward Model, Michigan Model etc.International human resource management is the process of managing people across international boundaries by multinational companies. It involves the worldwide management of people, not just the management of expatriates.
The document discusses key topics in human resource management including gaining competitive advantage through people, the impact of globalization and technology, managing change, developing human capital, responding to market pressures, containing costs, and addressing demographic and employee concerns. It outlines objectives for understanding how these factors influence HR strategies and the roles and competencies of today's HR managers.
This document provides information on induction and orientation processes for new employees. It defines induction as the introduction of a new employee and orientation as familiarizing an employee with organizational policies, procedures, and culture. The objectives of induction and orientation are outlined, including improving job satisfaction and reducing turnover. Responsibilities for conducting the processes are discussed, along with various styles such as classroom lectures or online modules. Key aspects that are covered include company overview, policies, structure, and trainings. The document also provides checklists and considerations for planning induction and orientation sessions and discusses challenges that can be faced.
HR practitioners have learned to add value by becoming effective facilitators of senior team strategic planning sessions. Operationally, HR units can ensure their plans and programs support and drive strategic business: Capability Assessment, Capacity Management, SWOT-FS, Importance-Performance Analysis, Benchmarking and Best Practice studies and impact evaluation using Kirkpatrick Level 3 & 4 assessment are just some of the tools.
Role and Responsibilities HR Executive in a CompanyYour HR World
A human resources manager oversees all aspects of workforce development and management for her employer, ensuring the company is appropriately staffed.
CBHRM Unit III-Competency Development & its Models.pdfMIT
3. Competency Development & its Models: Need and Importance of Competency Development, Stages in developing Competency Model, Types of Competency Model – Core/Generic, Job Specific, Managerial/Leadership, Custom, Development of Personnel Competency Framework – Lancaster Model of Competency.
The document discusses human resource planning. It defines human resource planning as analyzing and identifying an organization's need for and availability of human resources to meet its objectives. The key aspects of human resource planning covered are forecasting future human resource requirements and supply, comparing forecasts to identify surpluses or shortages, and developing programs to address imbalances. The goal of human resource planning is to ensure the right number and type of employees are available when and where needed.
The document discusses performance management systems (PMS) and their components. It defines PMS as a systematic approach to measuring employee performance that aligns organizational goals with resources. Key aspects of PMS include performance planning, setting individual goals linked to organizational goals, identifying training needs, and providing feedback and counseling to improve performance. The document provides details on each of these components and their purpose in optimizing employee and organizational performance.
INTERNATIONAL HUMAN RESOURCES MANAGEMENT- soft models and hard models of HRM such as Harward Model, Michigan Model etc.International human resource management is the process of managing people across international boundaries by multinational companies. It involves the worldwide management of people, not just the management of expatriates.
The document discusses key topics in human resource management including gaining competitive advantage through people, the impact of globalization and technology, managing change, developing human capital, responding to market pressures, containing costs, and addressing demographic and employee concerns. It outlines objectives for understanding how these factors influence HR strategies and the roles and competencies of today's HR managers.
This document provides information on induction and orientation processes for new employees. It defines induction as the introduction of a new employee and orientation as familiarizing an employee with organizational policies, procedures, and culture. The objectives of induction and orientation are outlined, including improving job satisfaction and reducing turnover. Responsibilities for conducting the processes are discussed, along with various styles such as classroom lectures or online modules. Key aspects that are covered include company overview, policies, structure, and trainings. The document also provides checklists and considerations for planning induction and orientation sessions and discusses challenges that can be faced.
HR practitioners have learned to add value by becoming effective facilitators of senior team strategic planning sessions. Operationally, HR units can ensure their plans and programs support and drive strategic business: Capability Assessment, Capacity Management, SWOT-FS, Importance-Performance Analysis, Benchmarking and Best Practice studies and impact evaluation using Kirkpatrick Level 3 & 4 assessment are just some of the tools.
Role and Responsibilities HR Executive in a CompanyYour HR World
A human resources manager oversees all aspects of workforce development and management for her employer, ensuring the company is appropriately staffed.
CBHRM Unit III-Competency Development & its Models.pdfMIT
3. Competency Development & its Models: Need and Importance of Competency Development, Stages in developing Competency Model, Types of Competency Model – Core/Generic, Job Specific, Managerial/Leadership, Custom, Development of Personnel Competency Framework – Lancaster Model of Competency.
The document discusses human resource planning. It defines human resource planning as analyzing and identifying an organization's need for and availability of human resources to meet its objectives. The key aspects of human resource planning covered are forecasting future human resource requirements and supply, comparing forecasts to identify surpluses or shortages, and developing programs to address imbalances. The goal of human resource planning is to ensure the right number and type of employees are available when and where needed.
The document discusses performance management systems (PMS) and their components. It defines PMS as a systematic approach to measuring employee performance that aligns organizational goals with resources. Key aspects of PMS include performance planning, setting individual goals linked to organizational goals, identifying training needs, and providing feedback and counseling to improve performance. The document provides details on each of these components and their purpose in optimizing employee and organizational performance.
HR Business Partner: Roles and ResponsibilitiesCreativeHRM
Dave Ulrich changed Human Resources. He described completely new HR Model. He introduced several roles, which HR has to act. The HR Business Partner is the key role in his concept.
The HR Business Partner is the front office role of HR and the HR Business Partner has to understand the business he or she supports. The HRBP has to understand to all HR processes and has to be able to negotiate the win-win consensus with internal clients.
What are the most common roles and responsibilities of the HR business partner? How should you implement the Dave Ulrich's HR Model in your organization?
Chapter 2 Strategic HR Management and PlanningRayman Soe
This document provides an overview of strategic human resource management and planning. It discusses how HR contributes to organizational effectiveness in areas such as productivity, financial performance, quality, and culture. The document also outlines the HR planning process, including environmental scanning, assessing the internal workforce, forecasting HR supply and demand, and developing an HR strategic plan. The goal of HR planning is to ensure the organization has the right number and type of employees to meet its objectives.
Training and development of international staffVirda Azmi
The document discusses providing training and development to international staff being sent to Japan, China, South Korea, and Singapore. It covers the need for cross-cultural training to facilitate expatriate adjustment. It also outlines a 5-phase process for designing effective cross-cultural training programs: 1) Identifying assignment type, 2) Conducting a needs analysis, 3) Establishing goals and measures, 4) Developing and delivering the program, 5) Evaluating the program. Key cultural differences across the countries in areas like management style, business structure, teams, and communication style are also summarized.
The HR Manager is the most critical role in the HR Organization. The HR Manager represents Human Resources and shares responsibilities with the HR team and the internal client.
The role of the HR Manager is difficult, and the most experienced HR Professionals should be promoted to the role of the HR Manager.
The document discusses career management and development. It identifies reasons why companies should help employees manage their careers, including motivating employees and retaining talent. It also explains how careers and career management have changed, with employees now responsible for managing protean careers. The document outlines the career development process and tasks at different career stages. It provides information on developing career management systems and the roles of employees, managers, and companies in effective career management.
Watson Public Ltd is a manufacturing company known for its employee welfare schemes for over 10 decades. It has over 800 workers, 150 administrators, and 80 managers. The company treats all employees equally, with the same uniforms and cafeteria amenities regardless of position. The company has a cordial relationship with its registered trade union and has never had a strike. Recently, the company has been facing issues with quality, packaging mistakes, and delays. The HR department was tasked with solving the problems and discovered the issues were related to employees, not systems. The reasons identified were hiring new employees for higher positions without considering internal candidates and paying new employees higher salaries than existing employees in the same roles.
The document discusses human resource management and human resource development. It defines HRM and HRD, compares their functions, and outlines the scope, objectives, roles and challenges of HRM in India. Key topics covered include strategic HRM, HRM policies, the roles of HR managers, and the differences between HRM and HRD.
This document discusses strategic human resource management. It begins by outlining HR's strategic roles in formulating integrated HR strategies, supporting business goals, and contributing to business strategies. It then discusses seven steps for HR to be strategic, including being aware of business context. The document also discusses approaches to strategy formulation, the new functional role of HR with a focus on business outcomes, the basis and principles of strategic HRM, concepts like the resource-based view and strategic fit, perspectives on strategic HRM, and the best practice approach.
The document discusses the importance of onboarding new employees properly. It states that the head of production, Mrs. Suman Prabhakar, joined recently and may have been responsible for an occurrence due to not undergoing a proper onboarding process. It emphasizes that onboarding helps new hires understand the company environment and culture. It proposes automating the onboarding process to provide consistency, reduce errors, lessen the HR workload, and give new employees a positive first impression through orientation and training.
This document provides an introduction to the syllabus of a course on human resource management. It outlines the key topics to be covered, including acquiring human resources through recruitment and selection, developing human resources through training and career development, enhancing performance through reward systems and ensuring health and safety, and managing employee separation. It also lists the required textbooks and reference books for the course. The evaluation scheme includes components like mid-term examinations, quizzes, assignments, class participation and their respective weightages.
This document discusses employee training and development. It outlines key challenges that training addresses like competing in the market, improving quality and customer service, reducing costs, enhancing productivity, and adapting to new technologies. It differentiates between training, which improves current job performance, and development, which enhances future roles and responsibilities.
The document details the training process, including assessing needs, ensuring employee readiness, creating a learning environment, selecting methods and materials, conducting training, transferring learning, and evaluating the impact. It provides examples of training needs assessment, factors for an effective learning environment, different training methods like lectures and on-the-job training, and Kirkpatrick's model for evaluating training at different levels.
This document discusses talent management. It defines talent as a person's abilities, gifts, skills, knowledge, experience and more. Talent management is described as developing and retaining employees to meet an organization's needs. The document outlines the evolution and process of talent management, emphasizes its importance for performance, innovation and adapting to change. It lists nine best practices and discusses the strategic importance of talent management for revenue, costs, and having the right leaders. The conclusion states that talent management has become a key focus for human resources and success in today's complex global economy.
case analysis mahindra and mahindra and nokia (Trade unions)Sakshi Sharma
The document summarizes labor disputes and strikes at Mahindra & Mahindra's Nashik plant and Nokia Siemens Network in India. At M&M's Nashik plant, a strike occurred due to the suspension of two union leaders and disagreement over wage increases. Management wanted to increase production before addressing wages, while unions demanded higher wages than management offered. At Nokia Siemens, strikes in 2009 and 2010 occurred over low wage increases offered by management, which were eventually resolved through negotiations. In 2013, CITU-backed employees at Nokia Siemens went on strike over issues of union recognition and suspended workers.
Ethics in Human Resource Management (HRM) of an OrganisationShrikantSharma86
what is HRM
what is ethics
what is the ethics in HRM
what is the are of HRM ethics
what is the role of HR for promoting the ethics
Unethical practise of HRM
What is Justice and Fairness
Influence Of Technology On Human Resource ManagementNavitha Pereira
This document discusses the influence of technology on human resource management (HRM). It outlines how technology has transformed recruitment, training and evaluation, communication, applicant tracking systems, teleworking, and the future of HRM. Some key points include: 79% of Global 500 companies use the internet for recruitment, which provides lower costs, quicker hiring, and access to more candidates. Technology allows for tracking employee skills, training, evaluations, and using that data to help managers provide development opportunities. It also speeds up communication and productivity within organizations. The future of HRM will focus on employee experience over engagement, digitalized HRM systems, people analytics, and the growing gig economy of freelancing. Overall, technology significantly impacts all areas of H
Human Resource Management involves attracting, managing, motivating and developing employees. The key HRM functions are staffing, training and development, motivation, and maintenance. Staffing includes job design, analysis, recruitment, and selection. Training and development helps employees improve skills and prepares the organization for future needs. Motivation keeps employees enthusiastic about their work. Maintenance retains productive employees through welfare programs, health and safety initiatives, and internal communication. External factors like government regulations, labor unions, and management theories also influence HRM.
The document discusses several human resource and employee welfare policies that companies should consider including in an employee handbook, such as policies around attendance, sick leave, drugs and alcohol, sexual harassment, and workplace violence. It provides examples of different approaches companies take to addressing issues like AIDS/HIV in the workplace and monitoring employee health. It also notes that policies should be guidelines and keeping them simple is best.
The document discusses how globalization is affecting human resource management practices across different countries. It examines trends in HRM in five countries and how organizations are instituting consistent corporate cultures globally. Some of the challenges in globalizing HR functions include variations in social and economic conditions between locations and resistance to change. Many organizations are standardizing assessment, compensation and development practices or sharing best practices between locations to address these challenges. The use of expatriate assignments is also discussed, including the costs associated and characteristics sought for these roles.
If you are a Hiring Manager then you are even more important than your CEO! The Most Comprehensive Step By Step Quick Guide for Hiring Managers for effective Recruitment.
6 Proven Tips for Hiring the Right EmployeeBaek Yongsun
Discover the essential tips for hiring the right employee. From defining job requirements to targeted recruitment strategies, find proven methods to make successful hires.
HR Business Partner: Roles and ResponsibilitiesCreativeHRM
Dave Ulrich changed Human Resources. He described completely new HR Model. He introduced several roles, which HR has to act. The HR Business Partner is the key role in his concept.
The HR Business Partner is the front office role of HR and the HR Business Partner has to understand the business he or she supports. The HRBP has to understand to all HR processes and has to be able to negotiate the win-win consensus with internal clients.
What are the most common roles and responsibilities of the HR business partner? How should you implement the Dave Ulrich's HR Model in your organization?
Chapter 2 Strategic HR Management and PlanningRayman Soe
This document provides an overview of strategic human resource management and planning. It discusses how HR contributes to organizational effectiveness in areas such as productivity, financial performance, quality, and culture. The document also outlines the HR planning process, including environmental scanning, assessing the internal workforce, forecasting HR supply and demand, and developing an HR strategic plan. The goal of HR planning is to ensure the organization has the right number and type of employees to meet its objectives.
Training and development of international staffVirda Azmi
The document discusses providing training and development to international staff being sent to Japan, China, South Korea, and Singapore. It covers the need for cross-cultural training to facilitate expatriate adjustment. It also outlines a 5-phase process for designing effective cross-cultural training programs: 1) Identifying assignment type, 2) Conducting a needs analysis, 3) Establishing goals and measures, 4) Developing and delivering the program, 5) Evaluating the program. Key cultural differences across the countries in areas like management style, business structure, teams, and communication style are also summarized.
The HR Manager is the most critical role in the HR Organization. The HR Manager represents Human Resources and shares responsibilities with the HR team and the internal client.
The role of the HR Manager is difficult, and the most experienced HR Professionals should be promoted to the role of the HR Manager.
The document discusses career management and development. It identifies reasons why companies should help employees manage their careers, including motivating employees and retaining talent. It also explains how careers and career management have changed, with employees now responsible for managing protean careers. The document outlines the career development process and tasks at different career stages. It provides information on developing career management systems and the roles of employees, managers, and companies in effective career management.
Watson Public Ltd is a manufacturing company known for its employee welfare schemes for over 10 decades. It has over 800 workers, 150 administrators, and 80 managers. The company treats all employees equally, with the same uniforms and cafeteria amenities regardless of position. The company has a cordial relationship with its registered trade union and has never had a strike. Recently, the company has been facing issues with quality, packaging mistakes, and delays. The HR department was tasked with solving the problems and discovered the issues were related to employees, not systems. The reasons identified were hiring new employees for higher positions without considering internal candidates and paying new employees higher salaries than existing employees in the same roles.
The document discusses human resource management and human resource development. It defines HRM and HRD, compares their functions, and outlines the scope, objectives, roles and challenges of HRM in India. Key topics covered include strategic HRM, HRM policies, the roles of HR managers, and the differences between HRM and HRD.
This document discusses strategic human resource management. It begins by outlining HR's strategic roles in formulating integrated HR strategies, supporting business goals, and contributing to business strategies. It then discusses seven steps for HR to be strategic, including being aware of business context. The document also discusses approaches to strategy formulation, the new functional role of HR with a focus on business outcomes, the basis and principles of strategic HRM, concepts like the resource-based view and strategic fit, perspectives on strategic HRM, and the best practice approach.
The document discusses the importance of onboarding new employees properly. It states that the head of production, Mrs. Suman Prabhakar, joined recently and may have been responsible for an occurrence due to not undergoing a proper onboarding process. It emphasizes that onboarding helps new hires understand the company environment and culture. It proposes automating the onboarding process to provide consistency, reduce errors, lessen the HR workload, and give new employees a positive first impression through orientation and training.
This document provides an introduction to the syllabus of a course on human resource management. It outlines the key topics to be covered, including acquiring human resources through recruitment and selection, developing human resources through training and career development, enhancing performance through reward systems and ensuring health and safety, and managing employee separation. It also lists the required textbooks and reference books for the course. The evaluation scheme includes components like mid-term examinations, quizzes, assignments, class participation and their respective weightages.
This document discusses employee training and development. It outlines key challenges that training addresses like competing in the market, improving quality and customer service, reducing costs, enhancing productivity, and adapting to new technologies. It differentiates between training, which improves current job performance, and development, which enhances future roles and responsibilities.
The document details the training process, including assessing needs, ensuring employee readiness, creating a learning environment, selecting methods and materials, conducting training, transferring learning, and evaluating the impact. It provides examples of training needs assessment, factors for an effective learning environment, different training methods like lectures and on-the-job training, and Kirkpatrick's model for evaluating training at different levels.
This document discusses talent management. It defines talent as a person's abilities, gifts, skills, knowledge, experience and more. Talent management is described as developing and retaining employees to meet an organization's needs. The document outlines the evolution and process of talent management, emphasizes its importance for performance, innovation and adapting to change. It lists nine best practices and discusses the strategic importance of talent management for revenue, costs, and having the right leaders. The conclusion states that talent management has become a key focus for human resources and success in today's complex global economy.
case analysis mahindra and mahindra and nokia (Trade unions)Sakshi Sharma
The document summarizes labor disputes and strikes at Mahindra & Mahindra's Nashik plant and Nokia Siemens Network in India. At M&M's Nashik plant, a strike occurred due to the suspension of two union leaders and disagreement over wage increases. Management wanted to increase production before addressing wages, while unions demanded higher wages than management offered. At Nokia Siemens, strikes in 2009 and 2010 occurred over low wage increases offered by management, which were eventually resolved through negotiations. In 2013, CITU-backed employees at Nokia Siemens went on strike over issues of union recognition and suspended workers.
Ethics in Human Resource Management (HRM) of an OrganisationShrikantSharma86
what is HRM
what is ethics
what is the ethics in HRM
what is the are of HRM ethics
what is the role of HR for promoting the ethics
Unethical practise of HRM
What is Justice and Fairness
Influence Of Technology On Human Resource ManagementNavitha Pereira
This document discusses the influence of technology on human resource management (HRM). It outlines how technology has transformed recruitment, training and evaluation, communication, applicant tracking systems, teleworking, and the future of HRM. Some key points include: 79% of Global 500 companies use the internet for recruitment, which provides lower costs, quicker hiring, and access to more candidates. Technology allows for tracking employee skills, training, evaluations, and using that data to help managers provide development opportunities. It also speeds up communication and productivity within organizations. The future of HRM will focus on employee experience over engagement, digitalized HRM systems, people analytics, and the growing gig economy of freelancing. Overall, technology significantly impacts all areas of H
Human Resource Management involves attracting, managing, motivating and developing employees. The key HRM functions are staffing, training and development, motivation, and maintenance. Staffing includes job design, analysis, recruitment, and selection. Training and development helps employees improve skills and prepares the organization for future needs. Motivation keeps employees enthusiastic about their work. Maintenance retains productive employees through welfare programs, health and safety initiatives, and internal communication. External factors like government regulations, labor unions, and management theories also influence HRM.
The document discusses several human resource and employee welfare policies that companies should consider including in an employee handbook, such as policies around attendance, sick leave, drugs and alcohol, sexual harassment, and workplace violence. It provides examples of different approaches companies take to addressing issues like AIDS/HIV in the workplace and monitoring employee health. It also notes that policies should be guidelines and keeping them simple is best.
The document discusses how globalization is affecting human resource management practices across different countries. It examines trends in HRM in five countries and how organizations are instituting consistent corporate cultures globally. Some of the challenges in globalizing HR functions include variations in social and economic conditions between locations and resistance to change. Many organizations are standardizing assessment, compensation and development practices or sharing best practices between locations to address these challenges. The use of expatriate assignments is also discussed, including the costs associated and characteristics sought for these roles.
If you are a Hiring Manager then you are even more important than your CEO! The Most Comprehensive Step By Step Quick Guide for Hiring Managers for effective Recruitment.
6 Proven Tips for Hiring the Right EmployeeBaek Yongsun
Discover the essential tips for hiring the right employee. From defining job requirements to targeted recruitment strategies, find proven methods to make successful hires.
This document provides an overview of sourcing strategies and tools. It discusses the importance of having an effective sourcing strategy to fill the talent pipeline. It then covers various sourcing channels and tools that can be used, including applicant tracking systems (ATS), referrals, search, job boards, social media platforms, and other tools. Specific ATS software options are highlighted. The document aims to provide recruiters and sourcers with guidance on developing a comprehensive sourcing strategy using different available tools and channels.
How to hire an perfect Account Manager for your organisationHireQuotient
1.Craft a compelling job description
Regardless of the approach you take to your recruiting efforts, whether you use a recruiting agency of your choice, source candidates yourself, post job ads, etc.
2.Discover relevant candidates
With over 1,030,559 job applicants in the US, the Account Manager talent pool is remarkably strong, but there are only a few active candidates.
3.Screen candidates
EasySource’s Candidate Screening Module uses persona-based screening to map the ideal candidate profile based on your job description or prompts and finds Account Managerss with relevant skills, profiles, and work experience
4.Assess candidates
EasyAssess offers pre-built and customized adaptive skill assessments that validate Account Managerss’ technical and workplace skills as well as personality traits
5.Interview candidates
Automated video interviews can be a great way to go beyond the resume and learn more about candidates. Whether you are hiring one Account Managers or at scale, EasyInterview gives recruiters the edge to hire diverse and exceptional talent from across the globe.
6.Engage candidates
EasySource’s Candidate Engagement Module ensures that candidates are engaged with highly personalized strategies and messaging across multiple platforms to compel them to join your organization.
7.Conduct reference checks
Once you have shortlisted the candidates, verify their work history and performance in previous roles.
8.Selection and onboarding
An offer letter is important because it helps to protect both the employer and the employee. Share a comprehensive offer letter with the candidates that includes information about the position, such as the title, duties, salary, and benefits
To read the full article, visit
https://www.hirequotient.com/how-to-hire/account-manager
How to hire the perfect content marketing consultantHireQuotient
1.Craft a compelling job description
Whether you're hiring a beginner or a seasoned content marketing consultant, the job description should accurately outline the job's duties and expectations.
2.Discover relevant candidates
EasySource’s Candidate Discovery Module can instantly surface relevant content writers from active, passive, and hidden talent pools based on your job description or simple prompts.
3.Screen candidates
EasySource’s Candidate Screening Module uses persona-based screening to map the ideal candidate profile based on your job description and finds content writers with relevant skills, profiles, and work experience. This persona-based screening also ranks candidates based on their relevancy so that recruiters can prioritize their outreach.
4.Assess candidates
EasyAssess offers pre-built and customized adaptive skill assessments that validate content marketing consultants’ technical and workplace skills along with their personality traits. These pre-employment tests create a level playing field so that recruiters can build winning teams with qualified candidates from diverse backgrounds.
5.Interview candidates
Automated video interviews can be a great way to go beyond the resume and learn more about candidates. Whether hiring one content marketing consultant or at scale, EasyInterview gives recruiters the edge to hire diverse and exceptional talent from across the globe. Also, hiring managers can be involved in the recruitment process to make hiring decisions faster.
6.Engage candidates
EasySource’s Candidate Engagement Module ensures that candidates are engaged with highly personalized strategies and messaging across multiple platforms to compel them to join your organization.
7.Conduct reference checks
After shortlisting candidates, it's important to check their work history and performance in past roles. This helps confirm their claims and learn about their strengths and areas for improvement.
8.Selection and onboarding
An offer letter is crucial as it safeguards both the employer and the employee. It should provide comprehensive details about the position, including the title, responsibilities, salary, and benefits. Additionally, it must specify the start date, and any probationary period, and require the employer's signature.
To read the full article, visithttps://www.hirequotient.com/how-to-hire/content-marketing-consultant
Best practices in recruitment that every company should followKannan G S
Finding great candidates has always been a major challenge. If you are an employer struggling to fill your open job positions with suitable candidates, you’ve come to the right place. Here we discuss about best practices in recruitment that will help you find great candidates easier and faster.
E book - Hiring tool kit for Smart RecruitersTalview
Talview E-book for recruiters gives a complete working tool kit for recruiters for a better and quality hiring. The E-book is divided into brief Six chapters where it gives complete information about the innovative change in the Talent Acquisition Department.
This document provides strategies for attracting, hiring, and retaining top talent for an independent insurance agency. It recommends looking for candidates through industry connections and referral programs. When attracting young agents, the document suggests using social media, creative campaigns, internships, and recognition programs. For hiring, it advises using standardized assessments and interviews, focusing on ability and attitude over just skills, and running candidates through a "can do, will do" test. Retention strategies include competitive pay and benefits, setting goals, recognition programs, and demonstrating advancement opportunities.
Vital Ingredients in Employee RecruitmentHL Lesbrown
There are pivotal tips to follow when putting together a team for excellent results. Not everyone can be part of an award winning team.
Reproduced here with permission from Gb Adolph Obasogie.
This document discusses employee recruitment and provides guidance on effective recruitment strategies. It outlines five key steps for recruiting: 1) Know the job details; 2) Decide which labour market to target - internal or external; 3) Choose recruitment methods to reach the target market; 4) Plan and execute a recruitment campaign; 5) Evaluate results and apply lessons to future campaigns. Specific recruitment methods covered include internal job postings, manager nominations, succession planning to develop internal candidates, and utilizing employee referrals. The goal of recruitment is to attract qualified candidates while minimizing costs and time to hire.
Many job postings in the cleared community are pulled straight from the government contract award. While you can’t change the requirements of the job, you do have some flexibility in how you choose to advertise it. Improve your job postings to meet their full potential with these tips.
This document provides 21 tips and tricks for boosting an employee referral program. It begins by outlining the benefits of employee referrals, such as being the top source of quality candidates. It then lists tips in the areas of branding the program, engaging leadership, holding contests, setting clear expectations, rewarding referrals outside the organization, treating employees like recruiters, and leveraging technology to match open jobs to employee networks. The document also identifies common pitfalls to avoid, such as making the program too complicated, not providing feedback, and lacking social referral capabilities. The overall message is that employee referral programs are a top hiring resource and following these best practices can help companies create high-performing programs.
Unit 3 talent management-employee engagementprachimba
The document discusses employee engagement and recruitment planning. It defines employee engagement as employees being fully absorbed in and enthusiastic about their work. An engaged employee is positive about the organization and helps further its reputation. It also discusses developing a recruitment plan by outlining job requirements, finding candidates through advertising or referrals, interview techniques, selecting candidates, and following up. The document provides guidance on estimating recruitment costs and budgets.
The Thornton Group - Finding and Keeping the Best Talent - An 8 Step Hiring ...Neil Thornton HBA, MA
Finding, keeping and engaging top talent remains a priority for most, if not all of our clients today. To help, we have developed a unique approach to recruiting that is celebrating incredible success.
This document outlines a 4-step process for making the right hire consistently: 1) Define the job goals and necessary skills, 2) Create a compelling job description, 3) Set up an effective hiring team and interview process, 4) Set realistic timeline goals based on historical hiring data. Following these steps helps hiring teams develop a consistent process to identify and hire the best talent aligned with their unique needs and culture. Key aspects include partnering recruiters and hiring managers, using scorecards to evaluate candidates objectively, and monitoring metrics to improve efficiency and avoid rushed decisions.
1.Craft a compelling business development representative job description
Whether you're employing a beginner or experienced BDR, craft the business development representative job description that clearly states the duties and responsibilities of the role accurately.
2.Discover relevant candidates
As EasySource’s Candidate Discovery Module can instantly surface relevant BDRs from active, passive, and hidden talent pools based on your business development representative job description or simple prompts.
3.Screen candidates
EasySource's Candidate Screening Module uses a different approach. It looks at the overall profile of candidates based on what you're looking for in a business development representative.
4.Assess candidates
EasyAssess offers pre-built and customized adaptive BDR skill assessments that validate technical, and workplace skills as well as personality traits
5.Engage candidates
EasySource’s Candidate Engagement Module ensures that candidates are engaged with highly personalized strategies and messaging across multiple platforms to compel them to join your organization.
6.Verify references
Verify the individuals' work histories and performance in prior roles after you have narrowed down your shortlist
7. Selection and Onboarding
An offer letter is really important as it protects both the company and the new employee. Make sure to send candidates a detailed offer letter that explains everything about the job, like the title, what they'll be doing, how much they'll be paid, and the benefits they'll get.
To read the full article, visit
https://www.hirequotient.com/how-to-hire/business-development-representative
This document provides guidance on finding and hiring the best talent. It discusses challenges facing businesses in today's competitive marketplace and reasons for hiring issues. The document outlines six phases for an effective hiring process: developing a clear job description, writing an enticing job advertisement, using prescreening tools, screening and interview techniques, and properly timing job offers. It emphasizes preparing well-defined job descriptions and decision criteria to conduct objective candidate evaluations.
LinkedIn for leadership - Getting the best out of your Recruiter InvestmentDaorong Lin
Get the most out of your
LinkedIn Recruiter
investment
Welcome to LinkedIn Recruiter! Here
are some tips, best practices and
training resources that will help you
increase your team’s productivity.
The document discusses various aspects of designing, managing, and motivating a salesforce, including:
1) It discusses the importance of carefully designing the salesforce structure, objectives, strategy, size, and compensation. It also covers recruiting, selecting, training, supervising, and evaluating sales representatives.
2) It provides details on recruiting and selecting sales representatives, including creating job descriptions, identifying critical skills, conducting interviews using evaluation grids, checking references, and using aptitude tests.
3) It discusses training sales representatives to improve their knowledge of the company, responsibilities, products, sales skills, and morale. It also covers supervising representatives through fieldwork, technology, and providing direction, guidance, encouragement,
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...SocialHRCamp
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024SocialHRCamp
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...SocialHRCamp
Speaker: Celine Maasland
In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...SocialHRCamp
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Your Guide To Finding The Perfect Part-Time JobSnapJob
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
2. COURSE:314
Lab in Recruitment and Selection
Objectives
1. To give hands on experience to students on Recruitment advertisements, profiling techniques
2. To acquaint students with different interviewing methods
Syllabus:
Comparative study of 10 recruitment advertisements ( 5 from Newspaper & 5 from job portals)
& analysis of the same in the light of : Job Specification/ description, Mode of selection, Other
details - Documentation for Recruitment . 10 hrs
Profiling Techniques : Personality, Aptitude, Competency . 10 hrs
Interviewing: Study of Interview modes, List of questions for interviewers, Personal, Telephonic.
10 hrs
3.
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5.
6.
7.
8. 25 Recruiting Tools and Documents
Every Company Should Have
1. Hiring roadmap
If your company has ambitious growth plans, you need to know what roles you’re
going to have to hire for and when. Completing a hiring roadmap helps your recruiting
team with planning and prioritization. Check out our guide “How to Create and
Execute a Long-Term Hiring Roadmap.”
2. Recruiting budget
In addition to having a long-term hiring roadmap, you need to know the total amount
of funds you’ll have available to execute it. A quarterly or annual recruiting budget
helps you form a viable recruiting plan. Our “Recruiting Budget Guide” can help you
calculate and plan hiring costs. You can also create a budget with our free template.
3. Hiring pipeline report
It’s always helpful to know what sources deliver the most candidates and how far they
progress through your hiring process. Insight into your hiring pipeline gives you the
opportunity to fine-tune your company’s hiring process. Download our “Hiring Pipeline
Audit” and identify how your end-to-end process can be improved.
9. 25 Recruiting Tools and Documents
Every Company Should Have
4. Compliance checklist
One of the most important parts of hiring is being aware of and complying with anti-
discrimination laws. If you fail to do so, your company is vulnerable to a lawsuit from
or penalty. Our “Hiring Laws and Compliance Checklist” gives U.S. companies an
overview of the laws they’re subject to.
5. Careers website
Every company should have a section of their website devoted to listing open roles
and providing an overview of what it’s like to be an employee. Check out “Elements
of a Great Careers Website” and learn what well-known brands include on their
careers site.
6. Job description template
Job descriptions should, of course, be tailored to the role but it doesn’t hurt to have
a partially completed template you can fill in. It can include your company overview,
employee perks and have an open space for the required skills and experience for the
role.
10.
11. 25 Recruiting Tools and Documents
Every Company Should Have
7. Job profile
Before hiring for any role, you should sit down with the hiring manager and build a
profile for the ideal candidates they’re looking for. You can learn what specific skills
and background they’re seeking and use those details to complete the job
description.
8. Application screening questions
Modern online applications let you include open-ended questions, helping you learn a
bit more about each candidate up front. You can use the details gathered in your
meeting with the hiring manager to come up with a few questions for screening
applicants.
9. Job boards list
Job boards are the obvious place to post open jobs but there are so many to choose
from and some are best for specific types of roles. Having a list of job boards handy
for the different roles on your hiring roadmap will help your team stay on track.
12. 25 Recruiting Tools and Documents
Every Company Should Have
10. Social media account
Broadcasting your job openings on social media never hurts so be sure your recruiting
team has access to your corporate accounts or communicates with your social media
manager. You can also consider having devoted recruiting accounts but that might be
best for when you’re hiring for a lot of roles.
11. Employee experience content
A recruitment video, interviews with employees and blog posts on company news all
help attract promising candidates. You can post this content on your company careers
website and share it on social media so people get an idea of what’s great about being
an employee. Download our employer branding guide and learn how to create and
share recruiting content.
12. Prospecting templates
Instead of hoping the right candidates apply to your jobs, you can find the right
people and pitch your opportunity. The right messaging is key to capture their
attention so pre-written emails can be a helpful resource. We’ve created a few
templates and prospecting tips your team can use.
13. 25 Recruiting Tools and Documents
Every Company Should Have
13. Employee referral program
Incentivizing your current employees to recommend their contacts for jobs can have a
huge payoff. However, it’s important to clearly outline your policy so your staff knows
who they can refer and how they’re rewarded. Our employee referral program
template can help you create an easy-to-understand policy.
14. Recruiting agency audit
If your company currently works with a recruiting agency or is considering partnering
with one, you need to ensure they add value to your hiring efforts. Check out our
“Recruiting Agency Audit” and determine if you need an external firm.
15. Applicant rejection message
You should always let a rejected candidate know your team has reviewed their
application and passed on them so they can move on with their life. Your Applicant
Tracking System (ATS) should automatically send a message with a click-of-a-button.
14. 25 Recruiting Tools and Documents
Every Company Should Have
16.Video chat software
Doing an initial interview over the phone works fine but video chat lets you speak
with candidates face-to-face. Choose your prefered video chat software so every
hiring team member knows what to install on their computers.
17. Interviewee instructions
Preparing candidates for the in-person interview helps them feel comfortable and
ready to answer your questions. Have instructions ready to email a few days prior to
the interview consisting of directions to your office, a schedule of who they’ll meet
with and for how long and what they should wear.
18. Candidate evaluation rubric
It’s important hiring team members consistently evaluate candidates on criteria
important to the role. You should provide each interviewer with a rubric they can use
to rate each of the candidate’s qualifications on a numerical scale and write their
final thoughts.
15. 25 Recruiting Tools and Documents
Every Company Should Have
19. Interview questions list
“Winging it” when interviewing someone is never a good idea. Hiring team members should come
prepared with questions to ask so they can form a thorough and fair opinion on the
candidate. Our guide on situational and behavioral interview questions can help you figure out
what to ask.
20. Interviewee rejection message
Once again, you should notify candidates when they’re no longer under consideration for the job.
However, the rejection message sent to candidates who made it the interview stage should
include a little about why you’re not hiring them.
21. Selection criteria
When it comes time to make a hiring decision, the people involved should know exactly what to
take into account. You can use the job profile and candidate evaluation rubric to create a list of
all the factors the hiring committee should consider.
22. Background check provider
Before you make an employment offer final, you’ll likely need to run a background check on the
new hire. Be sure you have a background check provider available so you can easily take care of
this formality.
16. 25 Recruiting Tools and Documents
Every Company Should Have
23. Current employee salaries/compensation standards
It’s crucial to offer a new hire a fair salary that aligns with that of their peers. You
should have a list available of each current employees’ compensation so you know
what makes sense. Our guide to determining salary and compensation can help you
with this important step.
24. Employee Handbook
Providing a new hire a company handbook ensures they’ll understand all your
company’s policies. If you don’t yet have a handbook, this checklist consists of
everything it should include.
25. Onboarding Checklist
Onboarding a new employee is the final step in the hiring process. Spend a day or two
teaching them everything they need to know about being an employee of your
company before they start their job. Our “Onboarding Checklist” outlines what you
should include.
17.
18. Personality Profiling
to make the decision about the right candidate for the position easier
and more reliable
There are three vital questions every employer needs to answer during the interview and selection process:
Does the candidate have the right skills and experience?
Do they have the required enthusiasm and motivation to do the job?
Will they fit in, in terms of their personality, attitude and general working
In most working environments, it is the personality of staff, their colleagues and managers that affect the
overall success and performance of the organisation.
Personality profiling gives insight of aptitude and desire
With the help of psychological testing psychological profiles of the candidates are created in the following
areas:
Competence and potential
Personality traits
Motivation, career ambitions and values
When profiling we consider the requirements of the position, competences, personality traits and
motivational factors and give feedback to the client accordingly.
19.
20.
21.
22. How do you use personality profiling when
recruiting?
There are a number of ways you can use a personality profile in recruiting.
Get the personality profile of each work environment you offer.
Get the personality profile of each candidate and see if it is a reasonable
match for your work environment.
Use the personality profile to create your priority short list.
Use the personality profile report to interview candidates and get to know
them quickly.
23. personality profile
A personality profile is a knowledge management tool used to provide an
evaluation of an employee's personal attributes, values and life skills in an
effort to maximize his or her job performance and contribution to the
company.
Questions in a personality profile test, which can be taken traditionally or
online, are designed to seek out information about an employee's
temperament, decision-making methods, communication style and general
attitude towards work and recreation. The information is used to match the
right employee to the right project or task, especially when group work
There are two generally accepted categories of personality profile
tests, trait and type .
24. Trait personality profile tests
Trait personality profile tests, such as Orpheus, 16 PF, and OPQ, operate on
the assumption that personality is made up of a number of characteristics.
The goal of the test is to document the employee's characteristics and match
the characteristics to appropriate roles within the company.
Type personality profile tests, such as Myers-Briggs, Insights Discovery, and
the Keirsey Temperament Sorter, propose that people fall into well-defined
categories. The goal of the test is to identify the category the employee
belongs to, share the information, and build team skills by having team
members become aware of the talents associated with each category.
25.
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30.
31.
32.
33. Myers–Briggs Type Indicator
The Myers–Briggs Type Indicator (MBTI) is
an introspective self-report questionnaire with the purpose of
indicating differing psychological preferences in how people
perceive the world around them and make decisions Though the
test superficially resembles some psychological theories it is
commonly classified as pseudoscience, especially as it pertains
to its supposed predictive abilities.
The MBTI was constructed by Katharine Cook Briggs and her
daughter Isabel Briggs Myers.[4] It is based on
the conceptual theory proposed by Swiss psychiatrist Carl
Jung,[5]
34.
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36.
37.
38.
39. Aptitude Profiling
An aptitude test, by meaning, is any type of assessment that evaluates the
talent/ability/potential to perform a certain task, with no prior knowledge
and/or training. ... Bottom line, there are many different types
of aptitude tests used by employers during the recruitment process.
They are used to assess candidates in terms of their skills, knowledge, ability
and personality. Aptitude tests are an accurate way of predicting the
potential contribution of a candidate and the likelihood of them achieving
success within the organization
40. Questions asked in Aptitude Tests
Numerical reasoning tests: These tests require you to answer questions based on
statistics, figures and charts.
Verbal reasoning tests: A means of assessing your verbal logic and capacity to
quickly digest information from passages of text.
45. The National Police Officer Selection Test (POST) is an entry-level basic
skills test that helps law enforcement agencies select the most qualified
applicants by ensuring that candidates possess the basic cognitive skills
necessary to successfully perform the job.
The National Police Officer Selection Test | Stanard and Associates ...
HR Aptitude Test
Topics covered
•Conflict resolutions skills
• Communication skills
• Active listening skills
• Presentation skills
•Relationship building skills
•Test Duration: 20 minutes
• No. of Questions: 20
Useful for hiring
•HR Recruiter
•HR Executive
•HR Manager
Psychometric & aptitude testing for Executives in HR,
Recruitment, Training, OH&S
Psychometric testing companies offer a wide range of
psychometric tests (aptitude tests, personality tests and
skill tests) with different difficulty and complexity levels.
The combination of psychometric tests you will take and
their level of difficulty are typically matched to that of an
executive role in HR, recruitment, training and OH&S.
46. 10 of the best recruiting assessment
tools
Athena Assessment
The Athena Quotient (AQ) evaluates candidates’ judgement, based on the idea that
good judgement is what makes people effective at their jobs. Once candidates have
completed the test, you instantly get a report on results.
Berke
The Berke Assessment is a customizable test measuring personality and intelligence.
With Berke, you can also build “hiring profiles” – lists of desirable behavioral traits
and problem solving abilities – and compare each candidate’s results against them.
Codility
Codility is a tech recruiting platform that supports coding challenges and online
technical interviews to help you evaluate Programmers. Use Codility to create tests,
evaluate candidates’ code and connect with the best candidates.
47. 10 of the best recruiting assessment
tools
HireSelect® by Criteria Corp
HireSelect is a testing platform that provides online pre-employment aptitude, personality and skills
tests (e.g. typing, MS Office.) These tests are designed by Harvard psychologists and help you assess
candidates more objectively.
HR Avatar
HR Avatar offers simulation-based, pre-employment tests that measure various factors like cognitive
ability and job knowledge. The tests are animated, instead of text-based, and simulate real job
situations (e.g. responding to a disgruntled customer.)
Saberr
Saberr offers a way to assess cultural fit. This tool uses data and analytics to determine whether a
candidate has values similar to your team. Saberr also predicts whether that candidate could get along
well with each individual team member.
Sales Assessment by the Objective Management Group (OMG)
OMG is well-known for its sales assessment, developed by the company’s founder and CEO Dave
Kurlan who is an expert in the field. OMG offers assessments for a variety of sales candidates,
including Salespeople, Sales Managers and VP of Sales.
48. 10 of the best recruiting assessment
tools
Skillsarena
Skillsarena offers psychometric assessments and tests for many skills and
competencies including intelligence, communication, numeracy and computer skills.
This tool also has specific tests for industries like retail, housing, logistics and
finance.
TestDome
TestDome provides a platform where you can customize programming tests for any
coding language or technology, and create your own exercises. You can also choose
general tests, like numerical and verbal reasoning. TestDome evaluates the
candidates’ code and answers to help you make better hiring decisions.
Wonscore from Wonderlic
Wonscore is a pre-employment testing platform that assesses candidates for
motivation, personality and cognitive ability. The system produces scores for each of
these three factors and one unified score (“Wonscore.”) You can choose from a variety
of industry- and job-specific tests that best match the role you’re hiring for.
49.
50.
51.
52.
53.
54. STRESS INTERVIEW
This style is used primarily by interviewers
who are hiring for positions where there is
a high level of daily stress in the work
environment (i.e., sales, stockbroker,
etc.).
strange question: For instance, some interviewers like
to ask questions such as, “How many ping pong balls can
fit in a 757 jet?” To answer a question like this, break it
down into smaller, more manageable components
Verbally convey your decision making process The
interviewer will be less focused on whether or not you
came to the “right” answer and more focused on your
ability to problem-solve and think logically.
•One-on-one interview. ...
•Panel interview. ...
•Group interview. ...
•Lunch interview.
55.
56.
57.
58.
59.
60. BEHAVIORAL INTERVIEW
This approach is based on the belief that past performance is the best predictor of future behavior.
Therefore, behavioral interview questions are designed to probe your previous experiences in order to
determine how you might behave in similar situations in the future. In this type of interview, you will not be
asked hypothetical questions about how you would handle a situation if confronted with it in the future. Instead
you will be asked how you did handle a specific situation when you encountered it in the past. Keep in mind
that employers are not interested in what you should have done, or what you will do next time...they want to
know what you actually did. Behavioral interview questions generally start with any one of the following
phrases:
Tell me about a time when you...
Describe a circumstance when you were faced with a problem related to...
Tell me how you approached a situation where...
Share with me an instance in which you demonstrated...
This type of question requires you to tell stories from your past. These stories will be evaluated for evidence of your
intellectual competence, leadership, teamwork, personal skills, adjustment and flexibility, motivation, communication
skills, administrative skills, and technical abilities.
Preparing for a behavioral interview:
First identify the skills and strengths that the employer is seeking.
Next, reflect on your past experiences (educational, employment, extra-curricular, personal) in order to identify situations
in which you clearly demonstrated the identified skills.
During the interview, you must be able to recount these circumstances articulately and in a manner which showcases your
strengths. A thorough answer should describe the Situation, the Tasks with which you were charged, the Action you took,
and the Result of your action (STAR Method of responding to behavioral interview questions.)
61.
62. PROBLEM SOLVING OR CASE INTERVIEW
Objective: To test a candidate's analytical ability and communication skills.
In a problem solving or case interview, you will be presented with a real or
simulated problem to consider and solve.
You are not necessarily expected to arrive at the "correct answer."
What the interviewer is most concerned with is your thought process, so be sure
to "think out loud" when responding to this type of question.
An effective answer is one which demonstrates your ability to break a problem
down into manageable pieces and to think clearly under pressure
63. PANEL INTERVIEW
Employers often like to gather the opinions of several members of their staff prior to
deciding which candidate to hire.
To accomplish this, panel interviews are often used where one candidate may be interviewed by
a few people at once.
In a panel interview, take note of each interviewer’s name, and refer to them by their names.
When giving your answers, focus on the person who asked you the question, but make eye
contact with the other members in the group from time to time Panel interviews can vary in
style and tone, but generally they will be more formal and include behavioral based questions
64. Interview Questions
Tell me about… ...
Have you worked for our company in the past? ...
Tell me about a time when you had a disagreement at work and how you
handled it. ...
What was the best job you've had and why? ...
How do you like to be managed? ...
What did you like most about (a job on their resume)?
Why should I hire you?
What skills can you contribute to this position?
65. Interview Questions
What type of projects do you enjoy working on?
What are your minimum salary requirements?
What other positions are you currently interviewing for?
What do you want my hiring manager to know about you, specifically?
What would your current employer need to offer in order to keep you?
Understanding that you’re happy in your current position, what factors would
you consider if you were to make a career change at this time?
Why did you leave your last role?
What steps or techniques do you take to ensure you meet the commitments of
your role?
66. Dr. Rashmi Hebalkar
Founder Director,
Prabodhan Management Consultancy and Research
Chairperson,
Indian Society for Training and Development: Pune Chapter
(www.drrashmihebalkar.com)
rashmihebalkar@rediffmail.com
9822590354