Employee Selection Process Recruitment Selection The Interview

Recruitment Finding potential employees through Vocational Training, Job Fairs, Newspaper, Website and Social Networking. Resumes Applications Selection More competitive as the screening has narrowed down to the most qualified potential hires. Screening of applications and resumes Testing Background checks Verifying educational background Recruitment

Abilities The selection process involves an interdependence relationship in which the potential hire is match based on a qualifications check list. Educational training and experiential expertise. Current knowledge base Job Placement Gifts and Talents are assessed and taken into consideration for best job placement. Increases fulfilling the organization’s goals as well as personal fulfillment. Keeps up with that industry current trends. Selection

Types of InterviewOne-on-One interview This is one interview screening then the selection process occurs, needs no further interviews just to complete new hire packet. Interview

Sequential Interview Second interview may include another screener to explain more about the company their expectations and also allowing the interviewee to sell themselves. More in-depth interview. May relocate during the interview. Interview

Panel Interview Two or more screeners More formal Interview

Closed end questions They demand a yes/ no response No room for error, i.e., if this happens then this must be done Open ended questions Allows the employee to use judgment Tells the character Process of elimination Professions dealing with general public a must, i.e., the consumer is always right; however, how do I handle a difficult consumer? How do you feel about quarterly training? Reason for leaving another job. Interview Questions

Non-Verbal Cues Arms Folded Raised Eyebrows Leaning back in chair Looking away Frowning Smiling Hands touching face Compressing Lips Tips on being an interviewer Here’s a video to assist in your obtaining the best employees for your company. Interesting pointers from all perspectives: =ngiRY-ZCZJs Body Language during the Interview

Organization’s Goals Train new hire within the procedures and policies of your organization. Make sure goals and quotas are explained thoroughly. Assign to one supervisor so that the employee will have a more personalized experience which will usually yield a more positive result for both entities. (Remember answering to one supervisors minimizes confusion). Leadership positions should also have a go to person in the organization whether a secretary or another team member in a leadership position.

Spiritual Progression Remember God a has given you that business. God has many personality traits the only thing is that one person should not have all the sums to the whole. Employee talents and gifts should try and match the job and the company goals. Sometimes they may not be for your organization remember to pray for guidance for a team that yield excellency. Remember that your workers are to feel good too. “ What profit have workers from their toil? I have seen the business that God has given to mortals to be busied about. God has made everything appropriate to its time, but has the timeless into their hearts, so they cannot find out from beginning the work God has done (Ecc ).”

Motivation Scripture “ I recognized that whatever God does will endure forever; there is no adding to it, or taking from it. Thus has God done that he may be revered. What now is has already been; what is to be, already is : God retrieves what has gone by (Ecc ).” No matter how hard it gets it will come to pass even if it needs re-construction. “Ehyeh-Asher-Ehyeh” “I am that I am/I will be” There’s no reason to fail.