"Executives makeup their minds about whether they like a candidate in the first twenty seconds and spend the next half an hour justifying their decision". Explain the importance of preparation for interview and what tools can help a candidate to be hired?
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- What are the best practices for conducting interviews and assessing candidates to ensure a good fit for the organization?3- What are the pros and cons associated with using internal sources of job candidates? What are the pros and cons of using Internet recruiting to locate external sources of job candidates?Provide an example of what EBM a recruiter might rely on in a hiring situation to make the best decision regarding hiring a leader to create and lead a virtual customer service team. Explain
- When assessing candidates throughout the selection process, we are trying to establish which candidate we want to get into an employment relationship with. Doesn't this remind you of another relationship-building process? Imagine something we could learn from online dating when it comes to screening who to interview for a job?As you go through the interview process with candidates, what kinds of decisions would you need to make? What kinds of tools/strategies could you use to select the best candidate? What are some of the consequences you could face if you followed the wrong strategy?For each of the jobs or groups of jobs, you must develop a recruitment andselection plan for filling these positions. The plan should include the followingcomponents: Mailroom Coordinator, Marketing Director1) Who the intended targets are (i.e. college graduates, experienced workers, etc.)2) How you will communicate the vacancies to that particular segment of the labormarket (e.g., advertisements, brochures, professional contacts, etc)3) An initial screening process whereby you will reduce the applicant pool and selectthe actual candidates to be considered for the positions.4) The selection process (i.e. how you will make the final selection decision),including what selection criteria you will be using (
- "Unstructured interviews are the best method for selecting candidates'. Discuss this statement with reference to contemporary examples.Please explain in detail Evaluate 3 methods of interviewing – face-to-face, phone and video. (do justyou’re your opinion, research these on the internet). Give one positive and one negative of each method. Which do you consider best and WHY? Defend your answer with at least 2 reasons.Recommend recruitment strategy and selection strategy for an organization to improve its recruitment process and selection process. Need detailed explanation. How can those recommended strategies lead to better results for the organization? Need detailed explanation with examples. Both should be properly explained in detail.
- List the main types of selection interviews. Explain and illustrate at least six factors that affect the usefulness of interviews.“What are the advantages and disadvantages of using interviews as a selection measure?”Employee referrals are a vital source of recruitment for an organization. If the programmingdepartment of an IT company has an opening and it has asked all its employees to refer asuitable candidate. 6 employees have recommended one employee each, ie, a total of 6candidates are available to vie for that job. All these job applicants have recently earned degreesin computer sciences from universities enjoying similar reputation in the market and also nomarked difference in their CGPAs. You may call it coincidence but it happens so; that all of themare through the selection process and there is a tie in their final scores. There is only oneposition and as an HR manager you have to chose one of them. Which employee you will chosefor that slot and why?