séance 6 - choosing the right employees and orienting them Flashcards
what are the 4 steps of staffing process?
1- planning
2- recruitment
3- selection
4- orientation
what are the 3 steps of selection?
1- preselection
2- selection
3- hiring
what are preselection steps?
- reception of CV or application form
- 1st screening based on selection profile (yes,no,maybe)
- 2nd screening phone interview (yes,no)
- appointment for interview
what is the goal of the phone interview?
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)
how long is the phone interview and what should you verify during the call?
- short: 15-20 min
- verification of: training experience, language skills, motivation (validate why they are applying), availability
what are the selection steps?
- 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
what is different between selection and elimination process?
with the selection process, you compare everyone and their results at the end. with the elimination process you eliminate ppl along the way
what is important when asking questions to referral?
making sure your questions are not discriminatory and to get the most out of your question by how you ask them
what are some of the selection tools?
- face to face interview
- selection test
- referral
- judiciary file
during the face to face interview, what type of questions should you avoid?
- not linked to the selection criterias (useless)
- too vague
- too theoretical (do an actual test instead)
- biased (implies a good and bad answer)
- discriminatory
what are the recommended types of questions during the face to face interview?
- behavioral (STAR model)
- scenarios (what would you do)
- role play
what are behavioral questions like?
- verify competencies
- questions on concrete past realisations
- questions must be linked to job description and the selection criterias
define the STAR process for behavioral follow-up questions
- 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?
what should scenario questions be like?
- 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
what should role play questions be like?
- act a specific character
- based on concrete elements relevant to the position
- answers must be close to a realistic situation
what are interview steps ? (5)
- welcome candidates
- measure selection criterion (introduction & conversation)
- conclusion
- candidate leaves
- proceed to evaluation
during the introduction of the measuring of selection criterion part of the interview, what should you do?
- present yourself and whoever is there
- give info on interview process (note taking p/e)
during the conversation of the measuring of selection criterion part of the interview, what should you do?
- let the candidate speak (rule80/20)
- listen and take notes (do not evaluate during interview)
during which part of the interview should you invite them to ask questions?
during the conclusion
during the conclusion part of the interview, what should you do?
- thank the candidate
- invite them to ask questions
- provide info about the next steps
- have candidates sign referral and/or judicial inquiry form
what are the different types of test that can be given to candidates?
- achievement tests
- performance tests
- personality tests
- physical tests
- assessment centers
- others: graphology, lie detector
what do achievement tests evaluate?
knowledge
what do performance tests evaluate?
skills
what do personality tests evaluate?
attitude
what do physical skills tests evaluate?
physical capacity
what do mental capacity tests evaluate?
intellectual capacity
what is the definition of the validity of a test?
The accuracy with which a predictor measures what it is intended to measure
what is the definition of the reliability of a test?
The degree to which interviews, tests, and other selection procedures yield comparable data over time
TF: an unreliable test can be valid
F: an unreliable test cannot be valid
what are the donts of reference checks?
- must have written permission from candidate
- never with the actual employer
what do reference checks allow to verify?
- employment history
- criminal record
what are the final steps?
superior announcing to the candidate:
- verbally or writing
- deadline
- start date
what are the particular details when hiring unionized positions?
- Respecting the collective agreement
- Copy of the collective agreement transmitted with the offer
- No individual negotiation on the agreement’s clauses
what is the definition of in-boarding?
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.
what is the definition of on-boarding
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
why is orientation important?
- 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
what are management goals for employee orientation?
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
