FSS4312 The Employment Process

Other job benefits (not prev. mentioned):

product discounts, memberships, subscriptions, tuition reimbursement, etc.

The jobs to be done (for which candidates are being interviewed/staffed) are outlined in

job specifications, job descriptions, & sometimes, job analyses

Reasons for interviewing

-it's useful for getting the story behind a participant's experiences -you can pursue in-depth info around a topic -usually open-ended questions are asked

Ex. of decision-making & problem-solving behavioral interview question:

"Give me an ex. of a time when you had to keep from speaking or making a decision because you did not have enough information"

Ex. of a motivation behavioral interview question

"Give me an ex. of a time when you went above & beyond the call of duty"

Ex. of a planning/organization behavioral interview question

"How do you decide what gets top priority when scheduling your time?"

Wording questions clearly includes

knowing any terms particular to the program or to the respondent's culture

Ex. of a communication behavioral interview question

"Tell me about a situation when you had to speak up (be assertive) in order to get a point across that was important to you."

Ex. of a behavioral interview question about interpersonal skills

"What have you done in the past to contribute toward a teamwork environment?"

Ex. of a leadership behavioral interview question

"What is the toughest group that you have had to get cooperation from?"

What is the most dreaded interview question, which is asked by an estimated 90% of employers?

"What is your biggest weakness?"

Types of interviews incl.

-Paper reviews (initial screening i.e. application form, resume, essay) -Unstructured interview (resembles an informal conversation) -Semi-structured interview (somewhat organized by outline of topics to be covered) -Structured interview (follows a predetermined agenda, may have an interview schedule) -Group interview

Statutory coverage (insurance) incl.

-Social security -Unemployment insurance -Worker's compensation

What not to ask in an interview:

-age -sexual orientation -marital status -parental obligations -*anything not directly related to the job*

Methods of recruitment that may be used by an employer to seek out applicants incl.

-job advertisements (incl. job hot lines) -word of mouth (through networking) -recruitment agencies -hiring incentives

Voluntary insurance coverage incl.

-life insurance -health insurance -retirement programs -dental insurance -vision insurance -disability insurance -accidental death insurance -legal insurance

Tips for the interviewee (individual being interviewed)

-limit rambling & tangents (you can't control what is asked but you can control what you say!) -listen carefully to each question & ask for clarification if you are unsure what it is that they're asking -when you respond, recall your past accomplishments in detail -practice your behavioral stories using real-life examples so that you will be able to recall past accomplishments with confidence

Immediately after an interview, the interviewer should

-make any notes on their written notes (i.e. to clarify any scratchings, ensure pages are numbered, fill out any notes that don't make sense, etc.) -write down any observations made during the interview

Paid job advertisements appear in/on:

-newspapers -websites -radio/television

Considerations for compensation of the new hires incl.

-organizational salary ranges for the position -candidate's current salary -equity among similar employees -economic conditions -negotiation for benefits -*equal opportunity/affirmative action*

Job application may involve

-resume -company application -behavioral tests -physical tests -interview

How should an interviewer prepare for an interview?

1) choose a setting w/ little distraction 2) explain the purpose of the interview 3) address terms of confidentiality 4) explain the format of the interview 5) indicate how long the interview usually takes 6) tell them how to get in touch w/ you later if they want to 7) ask them if they have any questions before you both get started w/ the interview 8) don't count on your memory to recall their answers (take notes if you need to)

Which 4 traits in a potential employee candidate are more important than qualifications and should be emphasized in an interview?

1) enthusiasm 2) being likable 3) having determination 4) being informed

Interview content incl.

1) questions to be asked to gather info about the candidate that is *relevant to the job* 2) provision of info about the job/organization to the candidate 3) opportunity for the candidate to ask the employer questions

How do you answer the dreaded "what is your biggest weakness" question?

2 parts: 1) pick an honest challenge/weakness that's not a primary function of the job, & 2) explain how you improved it (& don't stop with your weakness alone, maybe incl. mention of a strength/passion you have relating to the job)

Which interviewing approach is the method of choice for inc. the odds of making the right hiring decision?

Behavior-based interviewing

Ex.'s of group interviews

Civil service examinations Search committees

Do or don't: turn weaknesses into a strength (i.e. "I am over-organized and I drive my bosses crazy sometimes having everything so neat & organized")

DON'T! pick a TRUE weakness!

How should questions be worded in an interview?

Questions should be: -open ended -as neutral as possible -asked one at a time -worded clearly -careful when asking "why" questions -asked in a way that encourages responses (i.w. w/ occasional nods of the head, "uh huh"'s etc.)

T/F: to an employer, knowing your weaknesses is as important is having a clear view of your strengths, interests, & abilities.

TRUE! people who have "no weaknesses" clearly have a very poor ability for self-reflection

Why must an interviewer be careful when asking "why" questions?

b/c this type of question infers a cause-effect relationship that may not truly exist; may also cause respondents to feel defensive i.e. that they have to justify their response, which may inhibit their responses to this & future questions

T/F: a professional job that pays $48,000/yr. & turns over too quickly can cost a co. as much as 2X that in hiring expenses & lost productivity

True!! Staffing is expensive!!

Can recording devices be used to record an interview?

Yes as long as candidates are informed that it will be used

Job analysis

a detailed description of the daily duties to be carried out in a specific job, often incl. time frames for each job activity

Search committee

a group of personnel who form a team to screen and interview candidates for some upper management, administrative, & academic positions

Civil service examination

a highly-structured group interview used for candidates for governmental positions

Job advertisement

a job recruitment method in which the *organization has complete control over the content*

Interview schedule

a list of all the questions that will be asked of each candidate in an employment interview; the agenda for the interview

STAR process

a method of conducting a behavior-based interview involving 3 components: 1) Situation or Task 2) Action 3) Result or outcome i.e. "tell me about a time that you resolved an interpersonal conflict with a patient's family in the hospital"

Cafeteria package

a selection of benefits offered to employees from which they can pick & choose according to individual needs

Succession planning

a staffing strategy that anticipates what jobs will open due to retirements and promotions, and prepares other individuals to be eligible to move into these positions

Job hot line

a telephone service that lists employment opportunities

Semi-structured interview

a type of interview that takes on a conversational tone but is somewhat organized by an outline of topics to be covered and an idea of how questions will be asked

The issue of flexibility in staffing

adaptations are necessary when employees do not match their positions exactly

Recruiting firms

agencies that specialize in matching qualified candidates to available jobs

Word of mouth

an informal method of information exchange that relies on verbal communication between individuals

Paper review

an initial screening of the applications to eliminate candidates who do not meet the job specifications; may incl. -application forms -resumes -essay -secondary screening process selects candidates to interview, & interviews are subsequently scheduled & conducted

Structured interview

an interview that follows a predetermined agenda (interview schedule)

Unstructured interview

an interview that resembles an informal conversation

Behavior-based interviewing

an interviewing approach that looks at past behavior as the best predictor of future performance -diff. from typical "tell me about yourself, what are your strengths/weaknesses, etc." interviews; instead emphasizes past performance/behaviors

Buy back

an option in which the employer pays the employee for accrued time off that was not used

Why do employers often ask (90% of the time) potential employees what they think their biggest weakness is?

employers want to know if people recognize that they have weaknesses, b/c it's hard to correct problems if a person doesn't know he or she has a problem

Ex.'s of job specifications

i.e. a particular level of education, from a didactic program, R.D., letter of recommendation, certain amount of professional experience, etc.

Job benefits to include in "the offer"

incl. items i.e. insurance, paid time off, employee assistance programs, wellness programs, etc.

To close an employment interview, the person interviewing should

indicate when hiring decision is expected (allow extra time so that if the 1st choice refuses the job offer, alternate candidate may be offered the job)

Group interviews

interviews in which more than one person interviews the candidate

Networking

it's all about who you know--making connections & networking is important when applying for jobs/getting references for jobs

Perks may incl.

items like expense accounts, cars, co. credit cards, etc.

Job descriptions

listings of the general duties related to a job or job classification; the things you specifically have to do within that title

Job specifications

lists of requirements for a specific job, that can be evaluated objectively and that apply to all candidates for that job

Note-taking in group interviews

one person (interviewing) in the group interview may be assigned to take notes

Sick time

paid time off to be used for illness or injury

Bereavement time

paid time off when there is a death in the family

Behavior-based interviewing asserts that the most accurate predictor of future performance is

past performance in a similar situation

Hiring incentives

rewards or bonuses that are given to staff if a job candidate they recommend is hired

What is the best source of information about a job (i.e. for a job analysis)?

the incumbent (person currently holding the position)

Incumbent

the person who currently holds the position

Compensation

the salary given for work performed

Paid time off (PTO)

the time an employee can be absent from work w/ pay

What is the best way to conduct a behavioral interview?

use the 3-step STAR process (Situation or Task, Action, Result or outcome)

When might taking notes be especially important during an interview?

when multiple interviews occur within a short period