Chapter 6 - Selecting, Orienting and Training Employees Flashcards
Preparing for a candidate interview
Review the job application and résumé.
Develop a job description and know what skills are required.
Identify personal biases that you must guard against.
Identify questions to ask.
Identify topics you want to discuss.
Make sure you know what questions are and are not legal to ask of candidates.
Consult your HR office, equal opportunity officer, or legal department for guidance.
The interview will be more successful if you
Put the applicant at ease
Phrase questions so they will give the information you need; avoid “yes or no” questions
Listen carefully
Write down observations promptly.
Interviewing the applicant
Introduce yourself.
Use the applicant’s name.
Create an informal, comfortable atmosphere.
Review the job description and provide other information about the job.
Ask appropriate questions; listen carefully to answers.
Give applicants time to ask about the job.
Use a standard form to record your thoughts as soon after the interview as possible.
It is illegal to ask job candidates about
Marital status Children National or ethnic origin Age Disability Religion.
Stick to issues that relate to the person’s ability to perform a job.
Strategies for screening job applicants
Screening committee
Assessment center
Performance examination
Ingredients of a job orientation program
Making the new hire feel welcome
Discussing expectations
Explaining and informing
Setting up a check-back system
To make a new employee feel welcome,
Make sure others on the work team expect the new employee
Provide the employee with a space to put personal belongings
Tour the workplace
Introduce the employee to other employees
Assign a seasoned employee to help acclimate the new hire.
Discussing expectations involves
Reviewing what you expect of the employee
Learning what the employee expects from the job
Providing positive feedback to reinforce expectations
Continuing to share information about expectations.
Orientation also involves explaining
Where offices and work areas are located and where tools, equipment, and supplies are stored
Rules and regulations
The procedure for clearing up misunderstandings or complaints
The use of supplies and equipment should be used
Required forms and reports
How the employee’s job fits in with the work of the department and organization overall.
Give a new hire a copy of the employee handbook and set aside time to review important sections together.
On-the-job training gives employees
Information on how to do their work
A chance to learn whether they are doing their jobs correctly and to change incorrect or inefficient work practices
A chance to learn new, better ways of doing their jobs; to use new equipment; and to keep up with changes occurring in the workplace
A chance to grow on the job by learning new skills, which may translate into promotions and salary increases.
What to ask when planning training
What do I want employees to know or do?
What skills and attitudes should they acquire?
How soon do employees need the training?
What do employees already know? What skills and attitudes do they already have?
What do they themselves think they need to learn?
To address learning needs,
Present information so that both the left and right sides of the brain are stimulated
Appeal to all five senses
Plan a variety of teaching techniques
Use a variety of materials, visual aids, guest speakers, etc.
Involve people in a process—doing and participating
Give information over time
Present information logically
In the order in which steps are carried out
From easiest to most difficult concepts
Show connection between facts and the concepts behind them
Provide practice opportunities
Create a comfortable learning environment.
