Next, reply to at least one of your classmate's answer/responses, below their comment, before Midnight Sunday.
1. Name seven interviewing rules and explain how they each contribute to a successful interview process.
2. Besides newspaper advertising, what are other methods for soliciting application for entry level positions?
3. What are three ways to “screen” or otherwise verify an applicant’s background?
4. How does a good job description fill the gap between an employee’s performance and management’s expectations?
5. What does “dimension of position” mean?
Direct any questions or concerns to me at EMatthews@Park.edu
3. What are three ways to “screen” or otherwise verify an applicant’s background?
ReplyDeleteThe first way to verify an applicant is by calling the applicant's references to determine if he or she says who he or she is. Applicant's will often time lie about who they jot down as their references. The second way to verify an applicant is by looking up their social media account(s). Social media will reveal if the applicant has the trait of character the company desires. The third way a company can verify an applicant is by doing background checks on their bank statements and or criminal records. A company wants an applicant with great character who is financially stable and trustworthy.
-Kristin C. Johnson
Student-athlete
608696
Kristin,
DeleteI definitely agree that these are probably the three best ways to verify an applicant's background. However, I have been part of one reference background check in which the potential employer met with me in person and then asked me for three more references for the applicant. Additionally, I know that this process was repeated for all the references that the applicant put on his application for employment. As such, since this class is focused on the security employment application, it would not be a bad idea for the interview process to include the garnering of additional references via the listed references.
I agree with your three ways especially the media one because social media can be very revealing about an individuals character. Many people enjoy social media because it is a place to speak freely, or at least think its a place to speak freely, but many forget that companies are online as well as themselves and more frequently now check on people who are being interviewed as potential employees. All in all, three great choices.
DeleteSocial media sites are an incredible way to find out who an applicant really is. Good one.
DeleteSocial media is a great way to check on people because most people don't hold back because they don't think stupid things are going to harm them and the business world and it will.
Delete1. Name seven interviewing rules and explain how each contribute to a successful interview process.
ReplyDelete1. Ask open-ended questions that cannot be answered with a simple yes or no.
-- By not allowing the applicant to simply answer with a "yes" or "no", the applicant is prompted to give answers that explain more about himself and that require thought. By committing the applicant to answer more about himself, the interviewer is better able to make an informed decision concerning if he is the best candidate for the position. Additionally, by asking these questions, the applicant is forced to demonstrate considerable thinking skills not exemplified by "yes" and "no" answers.
2. Probe the answers (mine for unclear answers)
-- Similar to (1), this step allows the applicant to clarify any questionable, or murky answers he has provided. In addition, the interviewer is able to learn even more about the applicant.
3. Do not signal the answers you are looking for.
-- This is a theoretically simple step to take in that, if the applicant understands the answer that is optimal, then he is more likely to give those optimal answers in the stead of his true answers.
4. Ask motivator questions that allow the applicant to provide revealing answers.
-- This is yet again similar to open-ended questions, but instead of just asking for a short answer, this step is asking for information that may not readily be thought of as related to the job.
5. Ask the applicant what he likes to do the most on the job.
-- Though a potentially simple question, this question can reveal much about the applicant's passions, skills, and preferences toward what type of work he prefers. Additionally, if he enjoys something that he would never be doing whilst on the job he is being interviewed for, it could signal that he would not be the best fit for the company; though this should never be a deal-breaker in and of itself.
6. Do not waste time "selling" your company or department.
-- While it is important for the applicant to know exactly what he would be doing/what the company is like, he mostly likely already has an idea about the company. Additionally, by attempting to "sell" your company, you may convince either or both yourself and the applicant that he is a good fit for the company and that the company is a good fit for him.
7. At the conclusion of the interview, give the applicant a date he can go by regarding hiring results.
-- This is mostly an act of courtesy so that the applicant is not indefinitely awaiting a reply in either direction concerning the company's interest in hiring him.
By following these seven rules in the initial interview, much of the hard work is taken care of in an easy manner. Examples include, weeding out no-go candidates, finding potential candidates for other positions within the company, and also finding the best person(s) for the position(s) much faster and more efficiently.
1. Name seven interviewing rules and explain how they each contribute to a successful interview process.
ReplyDelete1.Ask open-ended questions
This makes the person have to really think about their answer. They would need to give an informative answer so that it has a meaningful purpose.
2.Probe the answers.
You want your candidate to have clear answers when answering questions who have for them, so that you understand what they really want from the job opportunity.
3.Do not signal the answers you are looking for in your question.
This prevents the person being interviewed to not just tell you what you want to hear.
4.Ask motivator-type questions that allow the applicant to provide revealing answers.
These questions help with disclosing any information that the person being interviewed may try to hide or prevent telling you.
5.Ask the applicant what he or she likes to do most on the job.
This will allow the client to see what the applicant really wants to do on the job site.
6.Do not waste precious time “selling” your company or department.
Make the applicant want to be a part of your company this will show how dedicated the person is to your company or department.
7.At the conclusion of the interview, give the applicant a date that he or she can go by with regard to the hiring results.
This will keep the applicants around and shows them that you have a structured plan and have a orderly time frame.
What does “dimension of position” mean?
ReplyDeleteIt seems to me according to the reading in chapter 8 that dimension of position regards what the individual does on the job or what the individual is in charge of. It would fall in the job description portion of an application process. The book uses an example
Ex.
Dimension of the Position
In Personal: Directly supervises five (5) sergeants and directly and indirectly supervises twenty-eight (28) security officers.
3. What are three ways to “screen” or otherwise verify an applicant’s background?
ReplyDeleteOne way is to call the references that are provided by the applicant. The second is to call previous employers to verify the applicant's work performance. The third way is to run a very thorough criminal background check to ensure there are no crimes that would compromise an applicant's integrity.
Screening is something im very familiar with being in the service and let me tell you, they have called every contact I put down for my security clearance. Some were not happy to say the least!
DeleteFrom a possible employee's standpoint, seven rules of interviews are,
ReplyDeleteDo Your Research- Researching the company before the interview and learning as much as possible about its services, products, customers and competition will give you an edge in understanding and addressing the company's needs. The more you know, the more prepared for the task you are, and ready to answer correctly.
Look Sharp- Select what to wear to the interview. Depending on the industry and position, get out your best interview clothes. You want to dress well for the job so that you look professional.
Be Prepared-Bring along a folder containing extra copies of your resume, a copy of your references and paper to take notes. Though you're being interviewed, you'll want to have some questions you can ask about the company as well.
Be on Time-Never arrive late to an interview. Allow extra time to arrive early, as it shows you take your job seriously.
Show Enthusiasm-A firm handshake and plenty of eye contact demonstrate confidence. Be calm and collected.
Listen- Sometimes what is not said is just as important as what is said. Pay close attention.
Answer the Question Asked- Make sure you understand what is being asked, and get further clarification if you are unsure.
Luckily for me, I didn't have to prepare for an Interview at Mc Donald's. I knew I was going to get the job before I applied. Knowing the right people and having connections in the work place higher the chances of getting hired.
DeleteKJ, agree that having connections definetely help out, but at the same time you still should be professional and take interviews serious, which i have no doubt that you did.
DeleteWhat does “dimension of position” mean?
ReplyDeletedimension of position regards what the individual does on the job or what the individual is in charge of. It would fall in the job description portion of an application process.
Name seven interviewing rules and explain how each contribute to a successful interview process.
ReplyDelete1. Ask open-ended questions that cannot be answered with a simple yes or no.
By doing this, you make the person go in to detail and find out who they really are instead of taking a survey practically.
2. Probe the answers
Do this to make sure you and the client both have understanding of what his answers were, to make sure anything didn’t make sense and let them explain.
3. Do not signal the answers you are looking for.
You want them to come up with their own personal answer, not to just be a carbon copy of someone you want them to be through fake answers.
4. Ask motivator questions that allow the applicant to provide revealing answers.
Going along with the first question, you want details so ask good questions and put them in situations in those questions to find redeeming qualities.
5. Ask the applicant what he likes to do the most on the job.
Best to do this because you can find out what they will be best at. If you like it, you are good at it. So if they are hired you can give them specific tasks to help them succeed
6. Do not waste time "selling" your company or department.
There’s no point in talking up your company they are already at this interview because it is somewhere that they would like to work, the interview is supposed to be about the applicant.
7. At the conclusion of the interview, give the applicant a date he can go by regarding hiring results.
It’s good to do this because it doesn’t just so it doesn’t leave them hanging. It keeps it well organized and keeps both sides happy.