摘要:在人力资源管理的过程中要采用一定的方法对人才进行选拔,在做出选择的过程中,有很多方法可以使用, 例如包括面试,测试(实际或心理),评估中心,角色扮演和团队练习等,本文就此进行分析。
en in the next few years?'
being ready for the candidates' questions, and trying to anticipate what additional information they may seek.
Conducting the interview
Conduct the interview in an environment that will allow candidates to give of their best. Arrange for there to be no interruptions, divert telephone calls, welcome the candidate(s), and show them cloakroom facilities, etc.
If possible, let the candidate have a brief tour of the place of work. This is particularly useful in the case of people new to the job market (school-leavers, returning men and women), who may have little or no experience of what to expect in a workplace. It may also prove valuable in offering an additional opportunity to assess the candidate's interaction with possible colleagues.
Consider whether any adjustments need to be made to accommodate an interviewee who has indicated a disability on the application form - it is easy to overlook simple adjustments that may be reasonable to make:
candidates with hearing impairment may not only need to be able to clearly see the interviewer as they are talking, but may need communication support if they are not to be placed at a disadvantage
is there an alternative to steps for access to the building? Can the interview take place elsewhere, where access might be easier for someone with a physical disability?
It is common that both interviewer and candidate are nervous. Thorough preparation will help both of you. Be careful not to fill silences by talking too much - the aim of the interview is to draw information from the candidate to decide if they would suit the job. The candidate should do most of the talking.
Nevertheless, the interviewer will want to encourage candidates to relax and give of their best in what is, after all, a somewhat unnatural setting. It is important to keep the conversation flowing, and the introductions and initial 'scene-setting' can help all parties settle to the interview.
The following pointers may be helpful in conducting the interview:
introduce yourself (and other interviewers if present); this also gives the candidate time to settle down
give some background information about the organisation and the job - this helps everyone to focus on the objective
structure the questions to cover all the relevant areas, and don't ask too many 'closed' questions. Open-ended questions (ie ones that can't be answered just by a yes or no answer) will encourage the candidate to speak freely - they often begin 'what', 'why', 'when' or 'how'
avoid leading questions
listen, and make brief
notes as necessary on salient points
have a time frame and keep to it, allowing sufficient time for candidates to ask any questions they might have
make sure the candidate is familiar with the terms and conditions of the job, and they are acceptable. If not, and the candidate is the best one for the job, then some negotiation may be necessary - be careful to avoid inadvertent discrimination
tell the candidate what will happen next and when to expect to hear from the organisation.
Practical tests
If the job involves practical skills, it may be appropriate to test for ability before or at the time of interview. This is general
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