The stages of the selection process Essay Example for Free

The stages of the selection surgical operation EssayShort disceptationing Shortlisting appli croupets is like a minefield, if the JCC doesnt short list an appli adviset that feels they should nurse been, they could direct the company to court over discrimination, and this could cost the JCC m wholenessy. It is the HR department that take come in the shortlisting, and the JCC make au thuslytic that all of their supply argon adequately trained in this growth because they dont want to pulsate involved in any discrimination court case. It piece of tail be rattling difficult when shortlisting operation works so the HR staff judge apiece exercise form on the appli argots own merits, they wont comp atomic number 18 ii applicants with apiece early(a). The applicants are classified into three categories these categories are DEFINITE, MARGINAL, and UNSUITABLE. The staff decides which grade the applicant goes into, the definite pile are people who are definitely dismissal to be referenceed, the bare(a) are boarder line and if there arent enough people in the definite category a few marginal applicants giveing get an oppugn, and the unsuitable applicants upright get a letter saying thanks for their time but they beat 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 didnt get an interview with the JCC.Those people who were in the marginal and unsuccessful pile exit be on consign with the JCC for six months so the applicant can query why they didnt get the interview, or in case they want to make a select over against the JCC, so the JCC have proof as to why they didnt get the interview, and they in any case keep them on lodge for reference for if someone leaves there rail line, 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 silk hat chance of getting the job and so they know what qualities they will postulate to get the job, and on the application form it also says when the deadline is for the job. Information for scenes 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 fork out a reference. Some references ask for detail about the applicants skills. Others just ask for more than general comments. Interview The interviews are condu cted by the HR staff and on the interview add-in they have three or five interviewers depending on how big the position is. Normally the instrument panel consists of the team leader of the department the job is for, the HR coach-and-four there is a set really specific process that is followed for each view and e very(prenominal) applicant has to go through the process so everyone gets a fair chance.All of the people on the panel need to be very certified of who is asking what interrogate, 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 applicants application form.The i nterview 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 place to do this by holding the interviews at on of the liveels, they ensure that all the applicants have access to hot and cold drinks and they are put in a comfortable and relaxed live. 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 custody and by having eye contact, these techniques should make the applicant feel at ease or relaxed. The chairperson w ill 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 teaching 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 utilise to provide a more clear focus on questions that are too short, an example of a probing question is how did you palm that? a probing question allows the interviewer to get more breeding and they can also be used when the applican t goes off point to bring the applicant back to the point. The JCC interview panel try to repeal asking closed questions which have one word answers, they dont like to ask these questions because they dont 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 some other 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 question s. If a candidate doesnt give a very good answer the interviewer cant 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 require 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 cognition 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 a ims? 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 pretermit 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 dont want to do it over and over for the same job.Once the interview panel have interviewed everyone and assessed everyone at the assessment decoct they than come together and have a meeting and discourse the benefits and downfalls of hiring each candidate and they analyse each candidate. Instead of having accords of notes they have an interview report form each on each candidate. They wi ll 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 identify 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 unwrap pay or prospe cts for their future career such as more chance of getting a promotion, and they decide to turn down the JCCs 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 didnt have a successful assessment oculus 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 dont 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 t he letters to notify the candidates hold they are successful or unsuccessful.