|
3001 — Recruiting, Interviewing,
and Selection
Course
Block Description:
Each of the three related courses in this course block provides essential
information for identifying good potential employees. The three
courses in the block are: Overview of Recruiting, Interviewing
and Selection, Interviewing skills and Legal Considerations.
The Overview of Recruiting, Interview and Selection has three
sections: Good Hiring as a Part of Balanced Management, The
Recruiting/Selection Process, and Screening Tools. The Interviewing
Skills course is divided into four sections: Overview, the Interview
Structure, Questions, and Follow-up. Legal Considerations is
a single section providing general guidelines regarding prohibited
hiring practices.
The
content for this course is provided by Dr. Kathryne Newton of
Purdue University.
Competencies:
On completion of the course block
the student will be able to:
- Create
position descriptions that reflect and support company priorities.
- Choose
appropriate recruiting media.
- Effectively
screen available candidates in terms of the position requirements.
- Plan
and conduct an effective employment interview.
- Create
appropriate questions for each stage of the interview.
- Generally
recognize and avoid questions prohibited as discriminatory.
Measurement:
Although the most obvious measure
of recruiting, interviewing and selection skills is the quality
of new hires, this measure is neither immediate nor specific.
More immediate and specific measures of the use of the skills
taught in this course are:
- Review
of hiring plan, including choice of media or other techniques
for recruiting, evaluation tools, interview plan and questions.
- Hire
rate of candidates considered primarily qualified, i.e. whether
the candidates who appear to be most qualified and are offered
positions accept the positions. (Note: the information provided
in the interview is only one of the reasons a qualified candidate
might choose not to accept an offer. This measure is only
useful in comparison with the results of others dealing with
similar compensation programs, geographic locations, etc.)
- Six-month
and one-year retention of new hires.
Reinforcement:
Management can reinforce the skills
taught in this course by:
- Requiring
a written hiring plan for any hiring campaign.
- Asking
the manager to explain the questions in terms of the job description.
- Delegating
the evaluation of available hiring tools.
|
