Team # 7 Tanaz Mozafari Kunal Mhaske Yanjing Chu Shin Sesthalao
Cost of hiring-intangible expenses Calculate the cost : For big companies, they may want to spend more money on advertising in order to hire the best person to become the asset. Knowing that if an employee is terminated or resigned later the cost on hiring, interviewing and training are lost.
Take sometime to prepare hiring Why taking time for preparing? Hire the right person the first time! Or reduced employ morale and customer dissatisfaction.--- Long term pain Hire someone who has the same goals and work ethic Hire the best person for the job. Determine if any of the job candidates have the skills to exceed core job functions. Hire a qualified individual who will work and interact well with others.
Steps to hiring Prepare job description Posting a job advertisement (internet) Evaluating each job application Screening candidates to determine which ones to interview Verifying references and information Create schedule interview Conducting personal interviews Deciding who will be offered the job Make the offer Notify Rejected Applicants
Job description A summary of the most important features of a job, including the general nature of the work performed (duties and responsibilities) and level (ie, skill, effort, responsibility and working conditions) of the work performed.... Make a list of education, experience, and qualities you are seeking Ask supervisors and other employees to contribute Limit the job description to two pages or less keep it simple and easy to understand Describe what knowledge, skills, and abilities are required of the applicant
Job application goals from information on the application form Protect the company against liability by obtaining information legally State certain human resource policies. Collect consistent and complete information relevant to the applicant’s aptitude for and ability to perform the job. Acquire permission from the applicant to verify the information presented Provide facts for those in charge of hiring.
Screening candidates to determine which ones to interview review resumes and job applications Is the person actually qualified for the job? Are there gaps in employment? Did the person offer valid reasons for leaving a prior position? How long did the employee work for each previous employer? Has the person received promotions from previous employers? What skills can the applicant bring to your company? Could the applicant improve himself by working for your company?
Interview– Hiring is fun! Firing is not! Types of Interviews Telephone (Screening) Interviews quick and way to identify and eliminate applicants One-on-One Interviews most frequently used for entry-level positions ask questions, take notes Panel (Team) Interviews brings together key members of your organization to participate in the interview process including the prospective employee’s immediate manager, the division director, someone from human resources, and perhaps a manager from another department
Interviewing tip provide interview questions Ask all candidates the same questions and take good notes (is much easier to compare candidates ) ask only job-related questions Technical and professional positions may require a series of interviews
Interview questions (HR) Tell me about your background related to this job? Why did you leave your last job? What major problem have you encountered and how did you deal with it? Give me a specific example of a time when a co-worker or classmate criticized your work in front of others. How did you respond? How has that event shaped the way you communicate with others? If you could describe yourself in three words, what would they be? What are your strengths and weakness ? What are your salary requirement?
Interview questions (Manager) Tell me something about your previous job experience? Why are you the best applicant for this position? What kind of boss do you prefer? What are your special abilities? Give me an examples when and how you have used these abilities? What are your career goals for the next five years? What constitutes good design? What technical issues are involved? How would you improve on the design of something that already exists? ( Technical question to test the confidence of the interviewee in the required technical area) Rate your technical skills on a scale of 1 to 10 with 10 representing excellent technical skills. Provide two examples from your past work experiences that demonstrate your selected number is accurate
Questions you can NOT ask Religion What religion do you practice? Gender What do you think of interoffice dating? Health and Physical Abilities How tall are you? Age How much longer do you plan to work before you retire?
Ideal candidate Ideal Candidate Able & Suitable Willingness Problem Solving Abilities Professional Behavior & Demeanor Manageability & Teamwork
Bad Hiring Bad Hire Lacks Skills to do the job Not my job syndrome Part of the problem Not the solution Un- Professional Not team Player Problems with co/workers
Make the offer Notify Rejected Applicants Make your selection quickly to avoid losing the best person for the job. Rejection letters to others (for good reputation and be respectful of all applicants )
References Web definition of job description: /glossary.html Microsoft interview questions: Internship: