MSE 608B Hiring Process

1. MSE 608B Hiring Process Team # 7 Tanaz Mozafari Kunal Mhaske Yanjing Chu Shin Sesthalao

2. Cost of hiring-intangible expenses Calculate the cost : For big companies, they may want to spend more money on advertising in order to hire the best person to become the asset. Knowing that if an employee is terminated or resigned later the cost on hiring, interviewing and training are lost.

3. Take sometime to prepare hiring Why taking time for preparing? • Hire the right person the first time! Or reduced employ morale and customer dissatisfaction.--- Long term pain • Hire someone who has the same goals and work ethic • Hire the best person for the job. • Determine if any of the job candidates have the skills to exceed core job functions. • Hire a qualified individual who will work and interact well with others.

4. Steps to hiring • Prepare job description • Posting a job advertisement (internet) • Evaluating each job application • Screening candidates to determine which ones to interview • Verifying references and information • Create schedule interview • Conducting personal interviews • Deciding who will be offered the job • Make the offer • Notify Rejected Applicants

5. Job description • A summary of the most important features of a job, including the general nature of the work performed (duties and responsibilities) and level (ie, skill, effort, responsibility and working conditions) of the work performed. ... • Make a list of education, experience, and qualities you are seeking • Ask supervisors and other employees to contribute • Limit the job description to two pages or less • keep it simple and easy to understand • Describe what knowledge, skills, and abilities are required of the applicant

6. Job applicationgoals from information on the application form • Protect the company against liability by obtaining information legally • State certain human resource policies. • Collect consistent and complete information relevant to the applicant’s aptitude for and ability to perform the job. • Acquire permission from the applicant to verify the information presented • Provide facts for those in charge of hiring.

7. Screening candidates to determine which ones to interviewreview resumes and job applications • Is the person actually qualified for the job? • Are there gaps in employment? • Did the person offer valid reasons for leaving a prior position? • How long did the employee work for each previous employer? • Has the person received promo­tions from previous employers? • What skills can the applicant bring to your company? • Could the applicant improve himself by working for your company?

8. Interview– Hiring is fun! Firing is not!Types of Interviews • Telephone (Screening) Interviews quick and way to identify and eliminate applicants • One-on-One Interviews most frequently used for entry-level positions ask questions , take notes • Panel (Team) Interviews brings together key members of your organization to participate in the interview process including the prospective employee’s immediate manager, the division director, someone from human resources, and perhaps a manager from another department

9. Interviewing tip • provide interview questions • Ask all candidates the same questions and take good notes (is much easier to compare candidates ) • ask onlyjob-related questions • Technical and professional positions may require a series of interviews

10. Interview questions (HR) • Tell me about your background related to this job? • Why did you leave your last job? • What major problem have you encountered and how did you deal with it? • Give me a specific example of a time when a co-worker or classmate criticized your work in front of others. How did you respond? How has that event shaped the way you communicate with others? • If you could describe yourself in three words, what would they be? • What are your strengths and weakness ? • What are your salary requirement?

11. Interview questions (Manager) • Tell me something about your previous job experience? • Why are you the best applicant for this position? • What kind of boss do you prefer? • What are your special abilities? Give me an examples when and how you have used these abilities? • What are your career goals for the next five years? • What constitutes good design? What technical issues are involved? How would you improve on the design of something that already exists? ( Technical question to test the confidence of the interviewee in the required technical area) • Rate your technical skills on a scale of 1 to 10 with 10 representing excellent technical skills. Provide two examples from your past work experiences that demonstrate your selected number is accurate

12. Questions you can NOT ask Religion • What religion do you practice? Gender • What do you think of interoffice dating? Health and Physical Abilities • How tall are you? Age • How much longer do you plan to work before you retire?

13. Ideal candidate

14. Bad Hiring

15. Make the offerNotify Rejected Applicants • Make your selection quickly to avoid losing the best person for the job. • Rejection letters to others (for good reputation and be respectful of all applicants )

16. References Web definition of job description: www.washington.edu/admin/hr/ocpsp/prostaff/researchsciengr/glossary.html www.btny.purdue.edu/pubs/PPP/PPP-69.pdf Microsoft interview questions:http://www.sellsbrothers.com/fun/msiview/ Internship: http://www.careerbuilder.com