Unit 4 Flashcards
What are the five common methods used by organisations to get and organise information about an applicant.
- Resumes
- Cover letters
- Official Documents and Qualifications
- Work Experience
- Reference check
How can technology reduce the time needed to identify suitable candidates?
Technology can reduce the time it takes for busy hiring managers to screen job candidates. Many companies use an online application process that includes behavioural assessment tools that have been internally validated.
What are the factors to consider when checking forms, applications, documents and credentials?
- Match of the job requirements and skills/experience
- Authenticity of Qualifications and Experiences
- Causes for Alert
What should be included in reports meant for presenting job applications received?
- Candidate name and identity number
- Candidate’s country of origin
- All the criteria found in the job description
- Check off those criteria that the candidate meet
What is the purpose of verifying applicant’s documents and comparing against job descriptions?
It is important to expore and verify the credentials and past experiences that candidates have cited on their resume and in their application form.
What are some ways to conduct initial screening of candidate?
- Skills testing
- Resume screening
- Cover letters
- Applicant tracking systems
- Reference Checking
- Checking online
- Paid trials project
- Phone interviews
- Video interviews
- One-way video interviews
Define One-way video interviews
In the event the organisation do not have the time or the manpower to do large volume of video interviews, they can ask the candidates to interview themselves.
Define Paid trial projects
Once the best candidates have been picked out, a paid trial project at the organisation can be awarded to them before turning them into a full-time employee.** Trail periods allow organisation to take a glance at someone’s performance before making a full commitment, lowering the risk of making a larger mistake.**
The one is bold is easier for memorising imo
What are the parties involved in the approval process of FAQ?
HR will usually acquire endorsement from the top management after several rounds of consultation with the relevant department directors or managers.
List down the channels and methods for handling enquiries.
- Phone
- Chatbots
- Social media platforms
What is the purpose of Job interviews from the Company’s perspective?
-
Personality
The job interview allows the interviewer to get an idea of the applicant’s personality and how he or she handles himself or herself in person. -
Communication skills
The job interview also allows the interviewer to see how the applicant communicates in person. The way the candidate experesses himself or herself when answering each question is an indication of how he or she will perform when communicating with staff in the organisation. -
Clarify Resume issues
While the resume provides a descriptive snapshot of the candidate’s work and educational history, it also leaves out key information such as the reason for the long gap between employers or area of expertise he/she has. -
Introduce to team
Allow the candidate to meet up with other team members in the organisation. Other employees can give the candidate more insights into what is required at the workplace.
What is the purpose of Job interview from the Candidate’s perspective?
Job interviews give applicants a chance to find out more about the nature of job and a feel of physical and social environment of the organisation.
What are factors to consider when scheduling interviews?
-
Time
Dedicate specific time by conducting the interview in an appropriate location. This will allow all personnel involved in the interview to concentrate on the candidate and focus on the task at hand. -
Booking of facilities, equipment and panel of interviews
Select suitable location especially if staff are travelling from multiple locations. Interview location should be centrally located or within the headquarters of the organisation. -
Prepare required documents and forms in advance
Job description will contain a detailed outline of the job requirements and will make it easier to assess candidates to see if they have the correct skills and qualifications needed for the job.
List and explain the processes and resources required for job interviews.
-
Assess candidate’s resume based on requirements within job description
Most organisations employ the use HR technology in their recruitment function and most software or programmes will have a built-in selection criterion to reduce manual job matching. -
Submit qualified candidates to requestor for futher review
Upon matching the candidates with job descriptions, HR can then route the candidates resume to one or multiple hiring managers for consideration. -
Receive shortlisted candidates from requestor
Provide hiring managers with some time to reply on interview decisions. In the event that the candidates do meet multiple hiring managers’ selection criteria, HR can request they rank their preffered candidates so that the allotment of selected candidates can be made in a fair and transparent manner. -
Identify panel of interviewers and checking availability
HR will schedule the interview and invite related hiring managers to join the interview and selection session. it is common to have the schedule placed on a shared calendar to avoid any lapses in communication -
Book facilities, equipment and panel of interviewers
Bookings of facilities are usually done online via an in-house communication channel and interviewers are subsequently notified accordingly. HR should do a full recce of the facilities to ensure the room layout and equipment are in the condition as stated in the system. -
Notify qualified candidates of interview date and time
After confirming the date and time with the interviewers, HR will need to send an email or a make a phone call to invite candidates for interview. -
Prepare documents and forms needed to process candidate’s data
HR will create a folder to store documents for reference, such as cover letters, resume, certification, collaterals and job description. These documents will come in handy during interviews for the interviewers to clarify some doubts or aid in their selection decision making. -
Send reminder to all interviewers and interviewees
HR will set a reminder alert to interviewers and interviewees via the system a day before the interview day.
List down the types of interviews.
- Individual face-to-face interview
- Screening or telephone or online interview
- Scenario-based interview
- Small group or committee interview
- The second or on-site interview
- Behavioural-based interview
- Task-oriented or testing interview
