Management 4320 HR: Recruiting

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Management 4320HR Recruiting Selection

• Preparing for the Job Interview
• Life Information Areas (LIA)
• Week 8
• Spring 2008
• B. Wayne Rockmore, PhD, APS

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(No Transcript)
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Different Interview Types Purposes

• Selection Interview
• Screening, Employment, Departmental
• Panel (Team) Interviews
• Stress Interview - to identify sensitive
  applicants or
• those with high/low stress levels
• Appraisal Interview
• Job Performance Evaluation
• Exit Interview
• Assess why employees voluntarily terminate

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JOB PERSON FRAMEWORK An Issue of FIT
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(No Transcript)
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Assessment of Selection Criteria (Instruments)

• Reliability - Extent test or any measuring device
  provides consistent information across time and
  judges (An individuals score on the same or like
  test should not vary significantly).
• Validity - Does it measure what its supposed to
  measure (SAT, Math (or-), Leadership, Welding).
• Is it job related?
• Is the test a good proxy (predictor) for future
• performance?

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Traits (Primary v. Secondary)

• Primary Traits

• Secondary Traits

• Strength
• Stamina
• Vision
• Perception
• Problem-Solving
• Personal appearance
• Are possessed by Individuals
• Always job related

• Gender
• Education
• Experience
• National Origin
• Race
• Possessed by a group or class of individual
• Are rarely job related

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Current Event 1Presentation Order

• CE Recruiters
• Management Maniacs
• R R
• Mouseketeers
• Team Monday
• 16 Weeks

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Life Information Areas (LIA)

• Life Information Areas
• Personal early life history, availability,
  health habits, personal adjustment
• Social interview behavior, oral expression,
  avocations, community activities, interpersonal
  skills
• Career goals, vocational training,
  self-evaluation, self- improvement, reasons for
  applying
• Training level choice of education,
  relevancy,
• scholastic/social/athletic achievement
• Work style progression, relevancy,
  progression,
• interpersonal, reason for leaving

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JACKS DILEMMA

• Applicant had experience and willingness to learn
  but, adjustment and working with other could be
  an issue.
• Applicant had less experience but appeared to be
  willing to learn and a hard worker but, concern
  with working for a woman.
• Applicant had experience and appeared to have the
  necessary interpersonal skills but, seemed to
  be only interested in doing what was expected (a
  minimum) and not willing to do that little extra
  and pitch-in to assist other when needed.

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LIA Exercise Jacks Dilemma

• ?Identify the types of information and LIA areas
  that would relate to Jacks perception of each
  Applicants strengths and concerns.
• ?What information would assist Jack in
• resolving his concerns?
• ?Class Discussion
• Applicant 1
• Applicant 2
• Applicant 3

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The Interview Process

• Interview Preparation
• Interview environment
• Should be comfortable and free of distraction
• No cluttered office or employee/phone
  interruptions
• Allow sufficient time to review the applicants
  resume/(PQR), conduct and record the results of
  the interview
• Review the Employee Interview Report before the
  interview
• Avoid asking questions as they come to mind
• Avoid not having set format (plan)
• Should be a good measure of fit
• Stages of Interview
• Record and Evaluate the Interview

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Employment Interview Report

• Creating a road-map for the interview.
• Planning Questions for the Interview.
• EIR method for identifying the job related KSA
  (traits) an individual should possess to perform
  the specific job Using the LIAs to determine
  the best source (life area) of information based
  on the Interviewees resume/ application
  information

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Application Form Screening Interview

• Personal Qualification Record (PQR) Application
  Form
• Inexpensive
• Substantial amount of information
• Best if submitted in person
• e-Recruiting Issue (validity of data)
• All items should be job related
• Screening Interview
• Verification of information reported on PQR
• Only assesses Bedrock qualifications
• Those KSAs which must be possessed at time of
• employment

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Effective Application Review

• Scan for Omissions/blanks in information
• Education, Employment, Military
• Scan for time overlaps or inconsistent dates
• These may positive attributes or Red Flags
• Review Employment stability (frequency of job
  changes)
• Review job duties and clarify those vaguely
  stated
• Revaluate salary requirement with an open-mind
• Review Reasons for Leaving the last (present) job
• This must be determined!

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Common Errors in Reviewing an Employment
Application

• Comprehension were the questions understood by
  the applicant
• Gaps are all the blanks filled in
• Legible can all the information be read
• Spelling accuracy
• Signature was it signed by the applicant
• Dates complete and accurate

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LIA Team Exercise

• Using the Purchasing Agent JA and JD
• Create and EIR indentifying two job relevant
  traits and for each LIA area.
• Be sure each of the five trait areas are
  represented
• Identify the specific area within each LIA that
  would be relevant to the identified traits (KSA).
• Develop one pre-interview question for each trait
  identified in Step 1.
• Submit in writing next Monday follow the Title
  Page guidelines used for the CESP.

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MAN 4330 Exam 1 Results

• Mean 68.00
• Std 9.28
• Median 67.00
• Mode 64 67 (4)
• Range 46 - 92

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MAN 4320 Exam 1 MC Answer
Key 1. E 14. E 27. D 2. C 15.
C 28. B 3. B 16. A 29. A 4. E 17.
D 30. D 5. B 18. E 31. A 6. C 19.
A 32. E 7. C 20. A 33. B 8. B 21.
D 34. E 9. E 22. E 35. C 10. E 23.
B Bonus 71 11. B 24. E 12. E 25.
B 13. C 26. C