Interviewing From The Candidate's Perspective

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Interviewing 1 From the Candidate’s Perspective 2 From the Candidate’s Perspective 3 From the Candidate’s Perspective 4 Be sure to link to this site and fully review all suggestions.. 4 YouTube Videos You may encounter non relevant ads using these links: 5 STAR Approach to Answering Behavioral Questions 6 Recruiter’s Perspective: Behavioral Interviewing Techniques 7 Recruiter’s Perspective: Red Flags in Candidate Answers 8 Resources Video Interviewing You can review the almost 200 video interviewing software options: You can also experience Big Interview from the Career Center: 10 Other Links Links from Google search 11 media1.m4a image1.png image2.png media2.m4a image3.png media3.m4a image4.png media4.m4a image5.png media5.m4a image6.png media6.m4a image7.png media7.m4a image8.png media8.m4a image9.png media9.m4a image10.png media10.m4a media11.m4a Assessment—Legalities and Efficacies 1 Concept of Fit Type of Fit Possible Dimensions of Fit Person-Job Fit: the potential of an individual to meet the needs of a particular job and the potential of the job to meet the needs of the individual Intelligence Job-related skills and competencies Job knowledge Previous experience Personality related to performing job tasks Person-Group Fit: the match between individuals and their work groups, including their supervisors Teamwork skills Expertise relative to other team members Conflict management style Preference for team-based work Communication skills Personality related to working well with others Person-Organization Fit: the fit between an individual’s values, beliefs, and personality and the values, norms, and culture of the organization Alignment between one’s personal motivations and the organization’s purpose Values Goals Person-Vocation Fit: the fit between an individual’s interests, abilities, values, and personality and his or her occupation Aptitudes Interests Personal values Long-term goals 2 Legalities 3 EEOC Guidelines on Testing 4 Excellent Overview of the Legalities of Employment Testing 5 Directory of Reviews OFAssessments In Library Databases Directory of Assessments Reviews Example Vendors of Assessments Evaluating an Assessment Method’s Effectiveness (1 of 2) Validity—whether the assessment method predicts relevant components of job performance Return on investment—whether the assessment method generates a financial return that exceeds the cost associated with using it Applicant reactions—including the perceived job relatedness and fairness of the assessment method; perceiving sufficient opportunity to perform, or believing that one had an adequate opportunity to demonstrate one’s ability to do the job, influences perceptions of the fairness of the selection process, particularly if the person is rejected for the job Evaluating an Assessment Method’s Effectiveness (2 of 2) Selection ratio—having a low selection ratio means hiring only a few applicants, which allows an assessment method to have maximum impact in improving the performance of the people hired Usability—people in the organization must be willing and able to use the method consistently and correctly Adverse impact—an assessment method is more effective if it predicts job performance and other important hiring outcomes without discriminating against members of a protected class Comparison of Commonly Used Assessment Methods 12 media1.m4a image1.png image2.png media2.m4a media3.m4a image3.png media4.m4a image4.png media5.m4a image5.png media6.m4a image6.png media7.m4a image7.png media8.m4a image8.png media9.m4a image9.png media10.m4a image10.png media11.m4a image11.png media12.m4a image12.png Issues Relating to the Sourcing of Candidates 1 Recruitment Trends 2023 Source: 4 Role of Soft Skills in Hiring and Firing Decisions State of Candidate Experience media1.m4a image1.png image2.png media2.m4a image3.png media3.m4a image4.png media4.m4a image5.png media5.m4a image6.png media6.m4a image7.png media7.m4a image8.png [removed] Instructions for Group Project The intent of this project is for individuals to work in groups of three. You may request to work individually, but this project is a considerable amount of work for one person. Select a company noted for its diversity: Forbes List Of Diverse Companies . The major objective of this assignment is to enable you to demonstrate what you have learned in this seminar about the design and implementation of a recruitment and selection program. Be sure I approve the company and the position before you begin. The project is to be disseminated in presentation form. This is to say that your deliverable will be a PowerPoint presentation and not a Word or similar text document. You are targeting the company’s executive management team. You will have one hour to make your presentation to the executive team. Your job is to persuade them that your recommendations will lead to a positive return on investment (ROI) for the firm and better enable it to execute its business strategy. Assume that the executive management team does not have a working knowledge of staffing terminology. As a result, you need to write your report so that a layperson can easily understand what you are communicating. It should cover the following: · Long-term and short-term process and outcome goals. · Develop a job or competency analysis on the job as it exists now and as it will look in the near future. · Describe the position’s relevant labor market(s) and forecast the future labor supply. · Develop a sourcing plan for the position you have chosen. · Recommend alternative recruiting strategies, methods, target applicants, appropriate recruiters, the training recruiters should receive, and how they should be rewarded and evaluated. · Devise a series of assessment methods (interviews, assessment centers, work samples, and so forth) for evaluating job candidates. Include a list of at least ten structured and semi-structured interview questions. · Use concrete examples and scoring keys to highlight specific employee selection methods. · Create a formal assessment plan linking your assessment methods to the assessed characteristics. · Develop an internal assessment strategy for evaluating internal employees for your chosen position. · Identify how your decision-making plan will enable the company to comply with EEO and other legal requirements. · Develop an orientation/socialization plan for the person hired for your chosen position. · Propose an evaluation system to assess the effectiveness of your recruiting and selection suggestions. It would be best to organize the PowerPoint presentations according to the 12 points listed above. The content will account for 80% of the grade. You are expected to use content from my lectures and other sources and wholly and explicitly cite the source. Graphs and charts will enhance your presentation. Be sure to follow the standards for excellent PowerPoint presentations posted on D2L. Graphs and charts will count for 10% of the project’s grade. Please provide at least 10 complete, recent references. A URL not a complete reference for a web page. References will count for 10% of the grade. Your textbook may be one of them. All of what is required is covered in the text.