Personnel Process

1. Development of the job description2. Creation of the job announcement3. Candidate recruitment4. Candidate selection5. Orientation, T & D6. Performance appraisal7. Employee motivation & rewards8. Employee discipline

Searc

h P

rocess

Candidate Selection

1. Search committee2. Screening3. Testing & prelim interviews4. Formal interviews5. Interview questions6. Actual interview7. Background checks

Selecting the Search Committee

Options– Direct supervisor– Peers/Co-workers– HR– Departmental representation– Numbers– Diversity

Age, gender, race

Screening the Candidates Initial Screening

Second screening

Affirmative Action Procedures

Initial Screening

Remove based on most important competencies

3 piles:– Yes– No– Maybe

Remove the no pile

Second Screening

Spend more time with applications

Assessment Matrix

Assessment/Selection Matrix

Based on competencies in job description

Construct a matrix showing– each qualification– each applicant

Select a score for each qualification– 5=highly qualified– 1=not qualified

Establish a list of “qualified candidates”

The MatrixName Experience Education Marketing Supervision Budgeting

Blake

White

Smith

Jones

Scott

3

1

2

1

4

2

3

2

4

4

1

1

1

2

3

3

2

1

3

5

2

4

3

3

5

11

11

9

13

21

5=highly qualified……1=not qualified

# of candidates

Dictated by:– $$$$

– Time

– Qualifications of candidates

– Agency policy

– Screening interview vs. formal interview

Exercise1. Screening matrix for job

2. Rate resumes on screening matrix

Testing & Preliminary Interviews

Why do them?– Determine a pool of candidates for on-site

interviews – Describe the position and department;– Ask questions about the applicant’s

experience;– Obtain clarification on any information on the

application materials;– Discuss the salary for the position and

ascertain an individual’s continued interest in the position

Testing & Preliminary Interviews

How to do them

– Phone interviewFocuses mainly on experience & qualifications10-30 minutesDetermine # of interviewersListen for discrepancies between what they

say & what the resume saysJudging solely on answers at this point

– No eye contact, attire, body language, etc

Testing & Preliminary Interviews

How to do them

– Videotaped/Internet interview

– Written interviewIPRA Membership plan

Pricing activity

Philosophy

Testing & Preliminary Interviews

How to do them

– Pre-established testPsychometric tests

– measurement of knowledge, abilities, attitudes,

and personality traits

Thinking in terms of Interviews

When to hold the interviews– Spread out v. clustered appointments

What administrative procedures must be followed

Formats…

Format of the Interview

One-on-One– Have the skills & education– Tests how person fits in the org.– Look to build rapport

Format of the Interview

Committee– Firing squad– Demonstrate problem solving skills

Group / Disney style– Used to uncover leadership potential– Gather in an informal discussion

situation– See how they interact with each other– Sometimes combine group & committee

Format of the Interview

Stress Interviews– Interviewer deliberately attempts to

rattle you– Argumentative, Sarcastic, Silence– Sample questions…

What were your failures on your last jobTell me @ a time when you didn’t perform to

your capabilitiesWhy are manhole covers round?Sell me this pencil

Format of the Interview

Lunch interview

– Less formal

– Candidate needs to act professionally

Format of the Interview

Assessment Centers– Used to simulate behaviors found in the

work environment

– Written assignmentsExercise planSample client documentationLetter confirming meeting/event detailsMemos

Format of the Interview

Assessment Centers– Simulations

Marketing plan for an eventProgram/event planningPresentation…brd, news conf.Role playing

– In basket exercisesGiven scenario & determine how to handle it

– Prioritize phone & e-mail messages & tasks for the day

– Justify your priorities