OH 3-1 Screening Potential Employees Human Resources Management and Supervision 4 OH 4-1.
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OH 3-1 Screening Potential Employees Human Resources Management and Supervision 4 OH 4-1
OH 3-2 The Screening Process The screening process is part of the employment cycle.
OH 3-3 The Screening Process 1. Screening is a process used to Assure that there is no discrimination. Defend the operation from potential lawsuits. Ensure that the best applicants are considered for position openings. 2. Careful screening should always be undertaken before employees are hired.
OH 3-4 Activities Involved in Screening Process Review application form and other materials. Conduct preliminary interviews. Assess qualifications through testing. Conduct second interviews. Investigate applicants’ backgrounds.
OH 3-5 Job Application as Screening Tool The job application form is a critical screening tool.
OH 3-6 Additional Screening Tools Cover letter and resume The cover letter indicates an applicant’s interest in the position and a brief list of work experience and education. Proof of eligibility to work Screening interview : The screening interview is intended to determine whether an individual meets basic requirements before more time is invested in evaluating the applicant.
OH 3-7 Additional Screening Tools continued Testing Work assessments or simulations Job interviews Reference and background checks Medical tests and records In many operations, these tests are done after the operation has decided to hire a candidate. These tests can be time consuming, expensive and the results must be kept confidnetial.
OH 3-8 Avoiding Illegal Discrimination in Screening Every applicant should be given fair consideration. All federal, state, and local regulations for screening and hiring practices must be followed. The best approach—assure screening focuses only on essential job skills and the person’s ability to perform them.
OH 3-9 Reasons to Review Application Documents To become familiar with the applicant’s professional background To identify the experience and knowledge the individual can contribute to the operation To determine whether special training or literacy education might be needed
OH 3-10 Topics for Interview Questions Interview questions must focus on bona fide occupational qualifications that directly relate to the skills, knowledge, and abilities needed for the job. Refer to Exhibit 4d, on page 76 of the text book. Examples of topics that must be avoided during an interview and those that are acceptable.
OH 3-11 Applicant Test Guidelines Give to every applicant for the position. Use a culturally neutral test. Test for bona fide occupational qualifications (BFOQs). Previously referred to as ADA Essential Functions Administer the test fairly and consistently. Evaluate results against clear factors. OH 4-12
OH 3-12 Planning for Job Interviews Know what you want to learn from the interview. Consider location, time, opening points, notes to be taken, and preferred interview format. Always use a standard list of questions. Excellent example on page 78 of the text book (Exhibit 4e)
OH 3-13 Information Gathering/Skill Interviews Focus on an applicant’s Background Work experience Previous employers Job challenges Question examples What are your greatest strengths? What are you looking for in this job?
OH 3-14 Stress Interviews Designed to put applicants in a difficult and stressful situation to see how they handle stress in job challenges Example Provide a stressful on-the-job situation, and ask the applicant what he/she would do.
OH 3-15 Character or Personality Interviews Used when a person has basic job qualifications, and the interviewer wants to discover whether the person will work well in the operation Used to assess an applicant’s aptitudes and attitudes (what he/she will do or is likely to do)
OH 3-16 Group and Successive Interviews Group interviews Multiple people from the operation interview one applicant in a group setting. Successive interviewing Separate interviews are conducted with the applicant by several persons. Candidate Evaluation Form, page 83, exhibit 4h
OH 3-17 Job Preview Information and activities that can help applicants to obtain a realistic expectation about the position and operation Information may include sample menus, review of the restaurant’s Web site, and answers to the applicant’s questions. A tour of the operation is also beneficial.
OH 3-18 Conducting Reference Checks Application forms may request reference names and contact information. If references are not provided, this may impact the manager’s employment decision.
OH 3-19 Contacting References Contact reference by letter, email, or phone. Ask a standard list of questions. Sample questions on page 87 of text Consider what is not said as well as what is said.
OH 3-20 Key Term Review Group interview—strategy in which multiple people from the operation interview one applicant Interview schedule—standard list of questions to be asked of every applicant during an interview Job interview—interviews conducted by the potential supervisor and/or other employees intended to gather information about an individual and to give him/her a realistic idea about the job Preinterview—same as screening interview; the purpose is to determine whether the applicant meets basic requirements and warrants further screening Realistic job preview—information and activities that allow the job applicant to have a realistic expectation about the position and for the operation
OH 3-21 Key Term Review continued Screening—procedures used to allow the manager to determine whether an applicant is a good fit for a vacancy Screening interview—same as preinterview Sous chef—person in charge of a kitchen or shift who works for the executive chef Successive interviewing—type of interview primarily conducted for management positions that involve a series (succession) of persons who talk with job applicants