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Hiring the best
Transcript
HIRING THE BEST
THE ROLE OF HUMAN ASSETS
EXECUTIVE SUMMARY
- DEFINING JOB REQUIREMENT
- RECRUITING CANDIDATES
- INTERVIEWING
- EVALUATING
- MAKING THE DECISION AND OFFER
JOB REQUIREMENTS
- PRIMARY RESPONSIBILITIES
- BACKGROUND CHARACTERISTICS
- PERSONAL CHARACTERISTICS
- CULTURE
- MANAGERIAL STYLE
RECRUITMENT
CHANNELS
- BAYT DATA BASE
- REFERRALS
- AGENCIES
- CAMPUS
TIPS
TIPS
- CONSIDER CURRENT EMPLOYEES
- ONLY LOOK OUTSIDE FOR NEW OUTLOOKS, SKILLS AND EXPERIENCE
- PERSON'S PAST JOB BEFORE DETERMINES HIS FUTURE PERFORMANCE
- KNOW THE PERSON
- JUST LIKE ME TRAP
- PERSONAL REFERRALS
SCREENING ANALYSIS
SIGNS OF ACHIEVEMENT
STABILITY
A CAREER GOAL
STRONG CONSTRUCTION, MINIMAL AND CLEAN APPEARANCE.
RED FLAGS
INTERVIEW
- SCREEN ON THE PHONE ( ASK THE QUESTIONS )
- INITIAL INTERVIEW ( MAX. 10 APPLICANTS )
- SECOND INTERVIEW ( 4-5 MAX)
INTERVIEW
THE OPENING
- 10% ALLOTTED TIME
THE BODY
- 80% ALLOTTED TIME
EVALUATING THE CANDIDATE
RED FLAGS
- OVERLY IMPRESSED
- CONFUSING A QUIET AND SHY CANDIDATE AS LACK OF CONFIDENCE
- LOOKING FOR A FRIEND
REFERENCE CHECKS
- USE TELEPHONE, NO EMAILS
- IF THERE ISN'T AN ANSWER, ONLY THEN SEND AN EMAIL.
- ASK FOR IMPROVEMENTS OR TIPS ON HOW TO MOTIVATE
DECISIONS
JOB OFFER
MAKE THE OFFER WITH ENTHUSIASMS WITH A PERSONAL TOUCH
REVISE & IMPROVE AND REPEAT
ASK FOR IMPROVEMENT POINTS
METHOD OF RECRUITING
METHODS OF SCREENING
EXPERIENCE OF THE CANDIDATES
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