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human resources management > séance 6 - choosing the right employees and orienting them > Flashcards

séance 6 - choosing the right employees and orienting them Flashcards

1
Q

what are the 4 steps of staffing process?

A

1- planning
2- recruitment
3- selection
4- orientation

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2
Q

what are the 3 steps of selection?

A

1- preselection
2- selection
3- hiring

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3
Q

what are preselection steps?

A
  • reception of CV or application form
  • 1st screening based on selection profile (yes,no,maybe)
  • 2nd screening phone interview (yes,no)
  • appointment for interview
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4
Q

what is the goal of the phone interview?

A

to validate what is on the resume and make sure you understand it well. make sure the person understands the job well and be honest (trust starts at the hiring process)

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5
Q

how long is the phone interview and what should you verify during the call?

A
  • short: 15-20 min

- verification of: training experience, language skills, motivation (validate why they are applying), availability

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6
Q

what are the selection steps?

A
  • selection committee (manager & HR person)
  • face to face interview (simulation, role play, behavioral questions)
  • selection tests (knowledge, performance test)
  • verification of referrals
  • verification of judiciary file
  • global evaluation
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7
Q

what is different between selection and elimination process?

A

with the selection process, you compare everyone and their results at the end. with the elimination process you eliminate ppl along the way

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8
Q

what is important when asking questions to referral?

A

making sure your questions are not discriminatory and to get the most out of your question by how you ask them

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9
Q

what are some of the selection tools?

A
  • face to face interview
  • selection test
  • referral
  • judiciary file
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10
Q

during the face to face interview, what type of questions should you avoid?

A
  • not linked to the selection criterias (useless)
  • too vague
  • too theoretical (do an actual test instead)
  • biased (implies a good and bad answer)
  • discriminatory
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11
Q

what are the recommended types of questions during the face to face interview?

A
  • behavioral (STAR model)
  • scenarios (what would you do)
  • role play
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12
Q

what are behavioral questions like?

A
  • verify competencies
  • questions on concrete past realisations
  • questions must be linked to job description and the selection criterias
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13
Q

define the STAR process for behavioral follow-up questions

A
  • Situation: give more info on the situation?
  • Task: what specific task was assigned to you?
  • Action: how did you convince others to go along with your idea?
  • Result: what consequences did your action have?
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14
Q

what should scenario questions be like?

A
  • what would you do… (future situations)
  • describe a realistic job situation
  • refer to actual work situations
  • one or more competencies must be included
  • details around the job context must be included
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15
Q

what should role play questions be like?

A
  • act a specific character
  • based on concrete elements relevant to the position
  • answers must be close to a realistic situation
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16
Q

what are interview steps ? (5)

A
  • welcome candidates
  • measure selection criterion (introduction & conversation)
  • conclusion
  • candidate leaves
  • proceed to evaluation
17
Q

during the introduction of the measuring of selection criterion part of the interview, what should you do?

A
  • present yourself and whoever is there

- give info on interview process (note taking p/e)

18
Q

during the conversation of the measuring of selection criterion part of the interview, what should you do?

A
  • let the candidate speak (rule80/20)

- listen and take notes (do not evaluate during interview)

19
Q

during which part of the interview should you invite them to ask questions?

A

during the conclusion

20
Q

during the conclusion part of the interview, what should you do?

A
  • thank the candidate
  • invite them to ask questions
  • provide info about the next steps
  • have candidates sign referral and/or judicial inquiry form
21
Q

what are the different types of test that can be given to candidates?

A
  • achievement tests
  • performance tests
  • personality tests
  • physical tests
  • assessment centers
  • others: graphology, lie detector
22
Q

what do achievement tests evaluate?

A

knowledge

23
Q

what do performance tests evaluate?

A

skills

24
Q

what do personality tests evaluate?

A

attitude

25
Q

what do physical skills tests evaluate?

A

physical capacity

26
Q

what do mental capacity tests evaluate?

A

intellectual capacity

27
Q

what is the definition of the validity of a test?

A

The accuracy with which a predictor measures what it is intended to measure

28
Q

what is the definition of the reliability of a test?

A

The degree to which interviews, tests, and other selection procedures yield comparable data over time

29
Q

TF: an unreliable test can be valid

A

F: an unreliable test cannot be valid

30
Q

what are the donts of reference checks?

A
  • must have written permission from candidate

- never with the actual employer

31
Q

what do reference checks allow to verify?

A
  • employment history

- criminal record

32
Q

what are the final steps?

A

superior announcing to the candidate:

  • verbally or writing
  • deadline
  • start date
33
Q

what are the particular details when hiring unionized positions?

A
  • Respecting the collective agreement
  • Copy of the collective agreement transmitted with the offer
  • No individual negotiation on the agreement’s clauses
34
Q

what is the definition of in-boarding?

A

Deployment is the movement of existing staff from one department or location to another to meet operational needs or to satisfy employees’ request. It consists of informing the existing employee with the specificities of his new position and environment.

35
Q

what is the definition of on-boarding

A

Orientation is the process used for welcoming a new employee into your organization. The process starts before the employee’s arrival and is active for the duration of the probation period

36
Q

why is orientation important?

A
  • Reduces errors and saves time
  • Reduces employee turnover
  • Reduces the need for corrective discipline
  • Reduces employee anxiety
  • Reduces employee grievances
  • Fosters organizational culture
  • Clarify expectations
  • Facilitates socialization
37
Q

what are management goals for employee orientation?

A

Ensure that new employees:

  • Are quickly able to perform their work efficiently
  • Are clearly informed of their rights, benefits and duties
  • Have a clear picture of operations in their department and the company in general
  • Create harmonious relationships within their team
  • Immerse themselves in the values of the organization and in the work environment

human resources management (10 decks)

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