人力資源管理第最新版英文版教學課件第7章

7InterviewingCandidates7-17InterviewingCandidates7-1LearningObjectivesListandgiveexamplesofthemaintypesofselectioninterviews.Listandexplainthemainerrorsthatcanundermineaninterview’susefulness.7-2LearningObjectivesListandgi7-3LearningObjectivesDefineastructuredsituationalinterviewandgiveexamplesofsituationalquestions,behavioralquestions,andbackgroundquestionsthatprovidestructure.Whatarethemainpointstoknowaboutdevelopingandextendingtheactualjoboffer?7-3LearningObjectivesDefineListandgiveexamplesofthemaintypesofselectioninterviews.7-4ListandgiveexamplesoftheBasicTypesofInterviewsStructuredvs.unstructuredQuestionstoaskSituationalBehavioralJob-relatedStressPuzzlequestions7-5BasicTypesofInterviewsStrucAdministeringInterviewsPanelPhoneVideo/web-assistedComputerizedSecondLifeSpeeddatingCaseinterviews7-6AdministeringInterviewsPanel7IMPROVINGPERFORMANCE:

HRasaProfitCenterGreatWesternBankusesacomputerizedjobinterviewCandidaterespondsviaatouchscreenandamicrophoneApplicantcanseewhatthejobisreallylikeThosehiredarereportedly26%lesslikelytoleavewithin90daysTurnovercostsreduced7-7IMPROVINGPERFORMANCE:GreatWThreeWaystoMaketheInterviewUsefulStructuretheinterviewCarefullyselecttraitstoassessBewareofcommittinginterviewingerrors7-8ThreeWaystoMaketheInterviReviewStructuredvs.unstructuredQuestionstoaskSituationalBehavioralJob-relatedStressPuzzlequestionsAdministrationPanelPhoneVideo/web-assistedComputerized7-9ReviewStructuredvs.unstructuListandexplainthemainerrorsthatcanundermineaninterview’susefulness.7-10ListandexplainthemainerroSnapjudgmentsJobrequirementsnotclearCandidate-order&pressuretohireNonverbalbehavior&impressionmanagementPersonalcharacteristicsInterviewermistakesErrorsThatUndermineInterviews7-11SnapjudgmentsErrorsThatUndeIMPROVINGPERFORMANCE:HRPracticesAroundtheGlobeSelectionPracticesAbroadTraditionalselectionpracticesCulturaldemands7-12IMPROVINGPERFORMANCE:SelectiReview7-13Review7-137-14Defineastructuredsituationalinterviewandgiveexamplesofsituationalquestions,behavioralquestions,andbackgroundquestionsthatprovidestructure.7-14DefineastructuredsituatHowtoDesignandConductanEffectiveInterview7-15HowtoDesignandConductanEDesignandConductanEffectiveInterviewAnalyzethejobRatemaindutiesCreatequestionsCreatebenchmarkanswersAppointinterviewpanelandconductinterviews7-16DesignandConductanEffectivIMPROVINGPERFORMANCE:HRToolsforLineManagersandEntrepreneursHowtoConductanEffectiveInterviewKnowthejobStructuretheinterviewGetorganizedEstablishrapportAskquestionsTakebriefnotesClosetheinterviewReviewtheinterview7-17IMPROVINGPERFORMANCE:HRToolTalentManagement:ProfilesandEmployeeInterviewsUsethesamejobprofile(competencies,traits,knowledge,andexperience)forcreatinginterviewquestionsasforrecruitingTestingTrainingAppraisingandPayingtheemployee7-18TalentManagement:ProfilesanJobanalysisRatingCreatingquestionsBenchmarkanswersCreateapanelandconductinterviewsReview7-19JobanalysisReview7-19Whatarethemainpointstoknowaboutdevelopingandextendingtheactualjoboffer?7-20WhatarethemainpointstoknThejobofferwillinclude:PayratesBenefitsActualjobdutiesTheremaybesomenegotiationsWhenagreementisreached,theemployerwillextendawrittenjoboffertothecandidateDevelopingandExtendingtheJobOffer7-21Thejobofferwillinclude:DeIssuestoConsiderwiththeWrittenOfferAjobofferletterhasthe:WelcomesentencePayinformationBenefitsinformationPaidleaveinformationTermsofemployment7-22IssuestoConsiderwiththeWrAnemploymentcontractincludes:IncludesdurationSeveranceprovisionsNondisclosurerequirementsCovenantsnottocompeteTheEmploymentContract7-23AnemploymentcontractincludeReviewJustasthejobofferincludespayrates,benefitsandjobdutiestheletterofemploymentwillalsoincludethese.Theemploymentcontractwillincludetheterm3yearsetc.7-24ReviewJustasthejobofferinImprovingPerformanceatTheHotelParisTheNewInterviewingProgramForthejobsofsecurityguard,andvalet,developfiveadditionalsituational,fivebehavioral,andfivejobknowledgequestions,withdescriptivegood/average/pooranswers.7-25ImprovingPerformanceatTheH7-26HotelParisStrategyChapter77-267InterviewingCandidates7-277InterviewingCandidates7-1LearningObjectivesListandgiveexamplesofthemaintypesofselectioninterviews.Listandexplainthemainerrorsthatcanundermineaninterview’susefulness.7-28LearningObjectivesListandgi7-29LearningObjectivesDefineastructuredsituationalinterviewandgiveexamplesofsituationalquestions,behavioralquestions,andbackgroundquestionsthatprovidestructure.Whatarethemainpointstoknowaboutdevelopingandextendingtheactualjoboffer?7-3LearningObjectivesDefineListandgiveexamplesofthemaintypesofselectioninterviews.7-30ListandgiveexamplesoftheBasicTypesofInterviewsStructuredvs.unstructuredQuestionstoaskSituationalBehavioralJob-relatedStressPuzzlequestions7-31BasicTypesofInterviewsStrucAdministeringInterviewsPanelPhoneVideo/web-assistedComputerizedSecondLifeSpeeddatingCaseinterviews7-32AdministeringInterviewsPanel7IMPROVINGPERFORMANCE:

HRasaProfitCenterGreatWesternBankusesacomputerizedjobinterviewCandidaterespondsviaatouchscreenandamicrophoneApplicantcanseewhatthejobisreallylikeThosehiredarereportedly26%lesslikelytoleavewithin90daysTurnovercostsreduced7-33IMPROVINGPERFORMANCE:GreatWThreeWaystoMaketheInterviewUsefulStructuretheinterviewCarefullyselecttraitstoassessBewareofcommittinginterviewingerrors7-34ThreeWaystoMaketheInterviReviewStructuredvs.unstructuredQuestionstoaskSituationalBehavioralJob-relatedStressPuzzlequestionsAdministrationPanelPhoneVideo/web-assistedComputerized7-35ReviewStructuredvs.unstructuListandexplainthemainerrorsthatcanundermineaninterview’susefulness.7-36ListandexplainthemainerroSnapjudgmentsJobrequirementsnotclearCandidate-order&pressuretohireNonverbalbehavior&impressionmanagementPersonalcharacteristicsInterviewermistakesErrorsThatUndermineInterviews7-37SnapjudgmentsErrorsThatUndeIMPROVINGPERFORMANCE:HRPracticesAroundtheGlobeSelectionPracticesAbroadTraditionalselectionpracticesCulturaldemands7-38IMPROVINGPERFORMANCE:SelectiReview7-39Review7-137-40Defineastructuredsituationalinterviewandgiveexamplesofsituationalquestions,behavioralquestions,andbackgroundquestionsthatprovidestructure.7-14DefineastructuredsituatHowtoDesignandConductanEffectiveInterview7-41HowtoDesignandConductanEDesignandConductanEffectiveInterviewAnalyzethejobRatemaindutiesCreatequestionsCreatebenchmarkanswersAppointinterviewpanelandconductinterviews7-42DesignandConductanEffectivIMPROVINGPERFORMANCE:HRToolsforLineManagersandEntrepreneursHowtoConductanEffectiveInterviewKnowthejobStructuretheinterviewGetorganizedEstablishrapportAskquestionsTakebriefnotesClosetheinterviewReviewtheinterview7-43IMPROVINGPERFORMANCE:HRToolTalentManagement:ProfilesandEmployeeInterviewsUsethesamejobprofile(competencies,traits,knowledge,andexperience)forcreatinginterviewquestionsasforrecruitingTestingTrainingAppraisingandPayingtheemployee7-44TalentManagement:ProfilesanJobanalysisRatingCreatingquestionsBenchmarkanswersCreateapanelandconductinterviewsReview7-45JobanalysisReview7-19Whatarethemainpointstoknowaboutdevelopingandextendingtheactualjoboffer?7-46WhatarethemainpointstoknThejobofferwillinclude:PayratesBenefitsActualjobdutiesTheremaybesomenegotiationsWhenagreementisreached,theemployerwillextendawrittenjoboffertothecandidateDevelopingandExtendingtheJobOffer7-47Thejobofferwill