Presentation on theme: "OH 4-1 Screening Potential Employees Human Resources Management and Supervision 4 OH 4-1."— Presentation transcript:
OH 4-1 Screening Potential Employees Human Resources Management and Supervision 4 OH 4-1
OH 4-2 Chapter Learning Objectives Describe steps in the screening process. Recognize screening tools and techniques. Identify examples of discriminatory screening language and practices. Describe methods to test work skills and assess personality traits. Recognize types of interviews and when to use them. Develop a list of interview questions. Describe methods for checking references.
OH 4-3 The Screening Process The screening process is part of the employment cycle.
OH 4-4 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 4-5 Job Application as Screening Tool The job application form is a critical screening tool.
OH 4-6 Additional Screening Tools Cover letter and resume Proof of eligibility to work Screening interview
OH 4-7 Additional Screening Tools continued Testing Work assessments or simulations Job interviews Reference and background checks Medical tests and records
OH 4-8 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 4-9 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 4-10 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.
OH 4-11 Applicant Test Guidelines Give to every applicant for the position. Use a culturally neutral test. Test for bona fide occupational qualifications (BFOQs). Administer the test fairly and consistently. Evaluate results against clear factors. OH 4-12
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.
OH 4-13 How Would You Answer the Following Questions? 1. If screening interviews are used, it is not necessary to conduct more formal job interviews. ( True/False ) 2. In today’s fast-paced business world, job applications are the only screening device that is really necessary. ( True/False ) 3. What type of screening is typically done last? 4. It ( is/is not ) appropriate to ask a job applicant about marital status.
OH 4-14 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 4-15 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 4-16 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 4-17 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.
OH 4-18 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 4-19 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 4-20 Contacting References Contact reference by letter, email, or phone. Ask a standard list of questions. Consider what is not said as well as what is said.
OH 4-21 How Would You Answer the Following Questions? 1. What type of interview asks questions that focus directly on the applicant’s background and work experience? 2. What type of interview is typically done for management positions? 3. A tour of the operation ( can/cannot ) provide useful information for the applicant. 4. ( Personal/Professional ) references are typically preferred.
OH 4-22 Key Term Review Group interview Interview schedule Job interview Preinterview Realistic job preview
OH 4-23 Key Term Review continued Screening Screening interview Sous chef Successive interviewing
OH 4-24 Chapter Learning Objectives— What Did You Learn? Describe steps in the screening process. Recognize screening tools and techniques. Identify examples of discriminatory screening language and practices. Describe methods to test work skills and assess personality traits. Recognize types of interviews and when to use them. Develop a list of interview questions. Describe methods for checking references.