Recruit, select and induct staff

Recruit, select and induct staff With Sue Cameron MBA AFAIM TAE Session 11 Selection and Induction

Agenda Session 11 • Complete session 10 from Slide no 24 • Revision on Session 10 • Drawbacks of the interviews • Screening applicants (the 5 stages) • Induction • Activity on Induction • Selection criteria's • Selection panels

Revision Q&A • What are the six stages of interviewing? • At what stage should you schedule interviews? • Where and when to conduct an interview? • What sort of preparation do you need to do before an interview? • When the candidate first arrives what would you do and how would you do this?

Revision Q&A • How would you start the main part of the interview? What would you talk about? • What sort of questions would you ask? • What are some questions that you are not allowed to ask and why? • What do you want to find out in the interview? • How would you close the interview?

Revision Q&A • What is the next step? • What would you tell each candidate? • What is a running order? • After closing the interview what do you do next and when? • After this stage what do you do?

The drawbacks of Interviews • As we all have our own biases and prejudices, which affects our screening and selection skills we have to be aware of this • If we hear what we want to hear and have a positive attitude towards the candidate this is called the halo affect • However on the other hand it is negative this is called the ‘horns affect’

The drawbacks of interviews • Both of these attitudes can affect your selection decision in a non objective way • You should be assessing their skills, attributes and characteristics • Also don’t make up your mind within the first few minutes of the interview as sometimes first impressions can be wrong

The drawbacks of interviews • You must ask the candidates all the same questions relating to the job requirements • That is way you must be prepared for the interviews and have a set list of questions • ‘Getting the right approach’ read last paragraph on page 349

The 5 Screening Stages Screening is checking on people to sort out who you want to interview • In the advertisement (Ad) • Once you have all applications screen them based on their resumes • Then do a short telephone interview to screen out any others • The interview • Check out referees

Induction • Having spent time and money in recruiting a new employee, we want to do everything possible to ensure they ’feel at home’ an od begin contributing as soon as possible • This is the role of induction • Starting employees off ‘on the right foot’ helps them become a valuable contributor to the organisation

Induction • Not only the new employee is on probation or a trail basis, so are the employers (organisation) • New employees will decide in the first few weeks whether the job and the organisation is right for them • It’s important to arrange for the induction to be carried out properly to help the new employee fit in

What should induction cover? • There are 2 parts of an induction program • An introduction to the overall organisation • Introduction to their department or area of work

Information to include in Induction • Introduction to the organisation (page 361) • General background information • Lines of communication • General industry information • Working environment , rules and work practices • Awards, agreements, superannuation etc

Information to include in Induction • Pay systems, deductions, saving opportunities • Sources of advice and assistance • Organisation’s policies on smoking, alcohol, holidays, sickness and being late • A tour of the organisation • An overview of the grievance procedure etc

Information to include in Induction • Introduction to the department • Assigning the new employee a physical work space or work station • Health and safety requirements • Hours of work, beaks and finishing time

Information to include in Induction • Time-keeping and recording procedures • Security systems (e.g. fire drills, emergency procedures • Amenities, toilets, café or staff-room, car park • Tour of department , the work layout and new colleagues

Setting up an induction program • A suggestion for the assessment question on creating a detailed induction program is to do it as a Induction Timetable • Remember to cover at least the following items as per the assessment Part 2 • It might look something like this • Remember it is based on your job description you submitted for Assessment Part 1

Example of an Induction Program

Induction Tips and Example • On e-learning there is now a handout on Induction tips (if sufficient time we shall go through it) • Also on e-learning there is copy of the Sydney Opera House policy on Induction (however it is now out of date as we have a new CEO)

Selection Criteria • Selection criteria are statements that describe the qualifications, knowledge, skills, abilities and experience that are required in a job • When asked to respond to selection criteria, you are being asked to describe how you meet the requirements of the job, providing examples

Selection Criteria Types of criteria • The kind of responses you will write for selection criteria will depend on the kind of job you are applying for. • Different employers will ask different kinds of questions • Usually advertised as Essential and Desirable • An example is on e-learning

Selection Criteria • Some employers will focus on your qualifications or your work skills • Others will be based on your experience • You will be asked how you have responded to specific situations • For example, you may be asked if you have attained a specific qualification or if you have a licence for a certain kind of vehicle

Selection Criteria • You could be asked to explain how you have met deadlines and prioritised tasks • You might be asked how you have dealt with difficult people, or how you have shown leadership Reference: Australian Government Job Access Website (November 2012) http://jobaccess.gov.au/Jobseekers/Getting_work/How_to_apply_for_a_job/How_to_write_selection_criteria/Pages/home.aspx

Selection Criteria • Some common examples of selection criteria include: • demonstrated capacity to communicate effectively • good organisational and administrative skills • proven ability to work as part of a team • well developed customer service skills • proven ability to manage projects

Selection Criteria What is the STAR model? • The STAR model is one way of presenting information against selection criteria • For each criterion think about the following and use these points to form sentences: • Situation - Set the context by describing the circumstance where you used the skills or qualities and gained the experience

Selection Criteria • Task - What was your role? • Actions - What did you do and how did you do it? • Results - What did you achieve? What was the end result and how does it relate to the job you are applying for Video on Interview Techniques - STAR Method (6 mins) http://www.youtube.com/watch?v=0nN7Q7DrI6Q&feature=related

Selection Panels • Many managers find themselves part of a panel of interviewers where two of more people are in the selection interview and decision • Panel interviews require pre-planning to: • determine who will chair the interview

Selection Panels • determine the procedure by which each panel member will ask questions • Agree on the ranking criteria for candidates against the personnel specification Video on How to Handle a Panel Interview : Job Interview Tips http://www.youtube.com/watch?v=xBj3n3p2r0U

Group Interviews • These involve several applicants being interviewed together as a group by one or more interviewers • This type of interview usually takes the form of the applicants interacting with each other, as well as the interviewers

Group Interviews • This technique is often required when the personnel specification requires ‘people skills’ such as good communication, tact, poise, leadership and the ability to cope with stressful situations • Consider assigning the role of a recorder to one person and be well prepared

Interview videos • Interview Dos and don’ts http://www.youtube.com/watch?NR=1&v=S1ucmfPOBV8&feature=endscreen • How to Conduct A Job Interview - Conducting Interviews – Vook http://www.youtube.com/watch?v=Y3fAX5tA5iQ Funny Example of a Bad Interview http://www.youtube.com/watch?v=MWh_MreYwgc • Monty Python Silly Job Interview Sketch (4.07 mins) http://www.youtube.com/watch?v=y_bsMGsBjWc&feature=endscreen&NR=1

Screening & Selection Videos • Pre-Screening Phone Call: http://www.youtube.com/watch?v=KLjYKvuHNzM • Top 3 Phone Interview Questions Even a Monkey Should Know! http://www.youtube.com/watch?v=_GJEVIaEk7k&feature=related • Pre-screening using video http://www.youtube.com/watch?v=H6D2riPudUY • Selecting the Right people (on e-learning) http://www.youtube.com/watch?v=RqkcnZVzW1Q

Next Session 12 • Revision Q&A • Conditions of Employment • Performance reviews for new members

Recruit, select and induct staff