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Shortlisting: Shortlisting applicants is like a minefield, if the JCC doesn’t short list an applicant that feels they should have been, they could take the company to court over discrimination, and this could cost the JCC money. It is the HR department that take out the shortlisting, and the JCC make sure that all of their staff are adequately trained in this process because they don’t want to get involved in any discrimination court case. It can be very difficult when shortlisting application forms so the HR staff judge each application form on the applicants own merits, they won’t compare two applicants with each other.
The applicants are classified into three categories; these categories are DEFINITE, MARGINAL, and UNSUITABLE. The staff decides which category the applicant goes into, the definite pile are people who are definitely going to be interviewed, the marginal are boarder line and if there aren’t enough people in the definite category a few marginal applicants will get an interview, and the unsuitable applicants just get a letter saying thanks for their time but they have been unsuccessful this time.
When the HR department are making the interviews they attach a form on the front of the application form saying why applicants got an interview and why some applicants never got an interview. When making the shortlist the HR apartment must be politically correct in the reason the applicant did or didn’t get an interview with the JCC.
Those people who were in the marginal and unsuccessful pile will be on file with the JCC for six months so the applicant can query why they didn’t get the interview, or in case they want to make a claim against the JCC, so the JCC have proof as to why they didn’t get the interview, and they also keep them on file for reference for if someone leaves there job, people in the definite pile get kept on file for twelve months and those who were successful with their application form and got the job get kept on file for life.
Application packs: A job description and a person specification are sent out with an application form. The reason these are sent out with the application form is so the applicant has the best chance of getting the job and so they know what qualities they will need to get the job, and on the application form it also says when the deadline is for the job. Information for candidates: They should know the overview of position, overall responsibilities, requirements, responsibilities References: in the recruitment process is requesting for references.
Once the applicants have been short-listed the recruiter will contact the nominees and ask them to provide a reference. Some references ask for detail about the applicant’s skills. Others just ask for more general comments. Interview: The interviews are conducted by the HR staff and on the interview panel they have three or five interviewers depending on how big the position is. Normally the panel consists of the team leader of the department the job is for, the HR manager there is a set very specific process that is followed for each candidate and every applicant has to go through the process so everyone gets a fair chance.
All of the people on the panel need to be very aware of who is asking what question, they also need to be aware of the process so they look professional, there will also be a chairperson on the panel for the interview who keeps control of everything, he makes sure everyone is prepared and dressed properly, the chairperson will have devised a timetable and every one will have the same amount of time in the interview. The chairperson also makes sure that everyone on the panel has a copy of the job description, the person specification and each applicant’s application form.
The interview panel prepare by reading through each applicants application form just before they review it. The chairperson introduces each applicant to the panel and explains what is going to happen during an interview and explains that the applicant can ask questions at the end. The JCC are very aware that applicants perform best in interviews when they are relaxed, and comfortable in the environment that they are in so the JCC try to put all of their applicants under ease rather than under pressure.
The JCC aim to do this by holding the interviews at on of the hotels, they ensure that all the applicants have access to hot and cold drinks and they are put in a comfortable and relaxed room. They are led into the interview room and are introduced to the panel, and the panel must ensure that they give verbal and non-verbal encouragement by smiling, shaking peoples hands and by having eye contact, these techniques should make the applicant feel at ease or relaxed. The chairperson will also explain that the panel will be taking notes throughout the interview.
During the interview the applicant will be asked a range of questions that will have been selected before the interview was held. The first type of question is an open ended question, the JCC use open ended questions as a means of gaining the most information about the candidate as possible, these types of questions encourage the candidate to talk about themselves, describe events, express opinions, and provide facts, “can you give me an example of a time when you have dealt with a difficult customer? “, and “can you give me an example of a time when you have lead a team? ” Are two examples of these types of questions.
The next type of question are probing questions, these are used to provide a more clear focus on questions that are too short, an example of a probing question is “how did you handle that? ” a probing question allows the interviewer to get more information and they can also be used when the applicant goes off point to bring the applicant back to the point. The JCC interview panel try to avoid asking closed questions which have one word answers, they don’t like to ask these questions because they don’t get much information form these questions, they also try to avoid leading questions; they want the candidate to offer information freely.
They also try to avoid multiple headed questions, they try too avoid these because they can confuse the applicant and can raise stress levels when they are trying to keep the applicant calm and at ease. Although the hotel would be very interested in the answers of this question they will probably ask it as three separate questions, were another business might ask them together. An example of a multiple headed question is “what is it that interests you about this position, why o you want to leave your current position, and what are you future career expectations?
” the JCC also refer back to the applicants application form for one of the questions. If a candidate doesn’t give a very good answer the interviewer can’t let that show in their facial expressions. It is vital that the JCC has a timetable to ensure that the interview is fair on every applicant, so every applicant has the same amount of time in the interview. Interview: In an interview assessment form the areas for evaluation are usually… 1. Physical appearance and deportment – Does the candidate have the right image suited to the advertised post? 2.
Attainments – What experience and qualifications that they have meet the needs of the post. 3. General Intelligence 4. Special Aptitudes – What skills does the candidate have which relates to the job for example foreign languages or knowledge in the latest software package. 5. Personality/disposition Questions: If I was a human resource manager and was holding an interview for a job six questions that I would likely ask the applicant would be: 1) Tell me about yourself 2) Why do you want this job? 3) What are your long-term aims? 4) What are your strengths/weaknesses?
5) What do you think you can bring to this job/company? 6) Why should we give you this job? Interview checklist: This is a document which shows the documents and things to be done in the recruitment process which allows the recruiter not to forget or miss anything. Decision documentation: This is the document which allows to make decision in the recruitment process. The whole reason that they go though the recruitment procedure is to ensure that they select the best candidate for the job the recruitment process is very expensive for the JCC and they don’t want to do it over and over for the same job.
Once the interview panel have interviewed everyone and assessed everyone at the assessment centre they than come together and have a meeting and discuss the benefits and downfalls of hiring each candidate and they analyse each candidate. Instead of having lots of notes they have an interview report form each on each candidate. They will mark each candidate and will put them in order of say 1 – 15. If certain people have different candidates at number one the panel have a debate to try to find a solution on who should get the position, they need to come up with a unanimous decision on who is best for the job.
If this process is going to be worthwhile for the JCC it has got to be valid, free from interviewer bias and prejudice, and the interviewers need to be open and listen to other interviewers take on candidates and look at the candidate from a different point of view. All of the interviewers need to be satisfied with the overall decision. When the JCC interview panel have decided who is the best for the job they then select who is the second choice and who is the third choice for the job.
The reason the JCC has three choices for the job is because if the candidate who gets the job has applied for a job somewhere else at another hotel and decides to take that job because they feel it has better pay or prospects for their future career such as more chance of getting a promotion, and they decide to turn down the JCC’s offer of a job, then the job will be offered to the candidate who is their second choice, and if they turn it down it gets offered to the third choice candidate.
If the JCC didn’t have a successful assessment centre it could cause them a lot of problems because they could hire the wrong employee and this would waste their valuable time trying to find the right employee, so the good thing about having an assessment centre is they can watch each candidate in action and make sure that they hire the right employee saving them a lot of time.
It is important that the JCC have a second choice and third choice for the job because once again it saves them a lot of time and money, because they don’t have to go through the whole process of the assessment centre again because they have the two choices who have already been assessed Informing candidates of decisions: This is the sending of the letters to notify the candidates weather they are successful or unsuccessful.