Business Management & Training Series How To PrePare and ...

1 Business Management & Training SeriesBy Ken DrummondHow To PrePareand ConduCT STaffSeleCTion inTerviewSImprove yourself and your businessAdvance your career, train staff, learn new Management techniquesHomeBusiness ManualsTourism ManualsContact UsHow To PrePare And Conduct Staff Selection Interviews2 HOMEB usiness ManualsTourism ManualsContact UsThank you for downloading the sample chapters of How To PrePare And Conduct Staff Selection Interviews published by Gull Publishing. This excerpt includes the Table of Contents and the first chapter, which overviews the book.

2 We hope you find this information useful in evaluating this book. Ken Drummond, 1995, 2006, 2008 First published 1995 Second edition 2006 Third edition 2008 GULL PUBLISHING PTY LTD PO BOX 26 COOLUM BEACH, QUEENSLAND 4573 AUSTRALIA ISBN 978 1 876834 42 and typesetting by Ad Image manual is provided to purchasers with the express knowledge and understanding that Gull Publishing Pty Ltd, its authors, directors, shareholders, agents and employees, the producers of the manual or any approved person working on behalf of these companies (hereafter referred to as the Company and Agents )

3 Will not be responsible or in any way liable for the results of any act done or omitted to be done on the basis of information contained in this manual, nor for any errors or omissions in the said information. The Company and Agents expressly disclaim all and any liability for any loss or damage which may be suffered by any person or corporate entity which may make use of this manual or any person arising our of or as a result of or in connection with any act done or omitted to be done by the person using the manual in reliance, whether whole or partial, upon the whole or any part of the contents of this manual whether that loss/damage is caused by any fault or negligence on the part of the Company and Agents.

4 Or otherwise manual is Copyright. With the exception of worksheets, no other part of this publication may be reproduced, stored in a retrieval system or transmitted in any form or by any means, electronic, photocopying, recording or otherwise, without prior written permission. Enquiries should be directed to the To PrePare And Conduct Staff Selection Interviews3 HOMEB usiness ManualsTourism ManualsContact UsChapter 1: Introduction .. 4 Chapter 2: The Selection Interview .. 6 Chapter 3: The Interviewer.

5 10 Chapter 4: Planning & Preparing a Staff Selection Interview .. 12 Chapter 5: Preparing For The Applicant .. 15 Chapter 6: Interview Questions .. 17 Model QuestionsSECTION 1: SCHOOL/COLLEGE/UNIVERSITY .. 21 SUBJECT MATTER AT SCHOOL/COLLEGE/ UNIVERSITY .. 22 Section 2: BACKGROUND .. 23 CAREER PATTERN .. 24 THE JOB BEING APPLIED FOR .. 25 PERSONAL INVOLVEMENT .. 26 PERSONAL VIEWS .. 27 Section 3: APPRENTICESHIP AND TRADE QUALIFICATIONS .. 28 TECHNICAL KNOWLEDGE .. 29 Training AND DEVELOPMENT.

6 30 Section 4: WORK EXPERIENCE .. 31 PERSONAL ORGANISATION .. 32 INITIATIVE .. 33 ABILITY TO WORK UNDER PRESSURE .. 33 Section 5: WORK STANDARDS .. 35 STAFF PERFORMANCE .. 36 STAFF DEVELOPMENT .. 37 TEAMWORK .. 38 Section 6: ORGANISATION STRUCTURE .. 39 LEADERSHIP .. 40 DELEGATION .. 41 PLANNING AND ORGANISING .. 42 BUDGET PLANNING .. 43 ANALYSIS .. 44 CHANGE .. 45 ADAPTABILITY .. 46 PROBLEM-SOLVING AND DECISION-MAKING .. 47 Section 7: MEETINGS.

7 48 ORAL PRESENTATION SKILLS .. 49 WRITTEN SKILLS .. 50 NEGOTIATION SKILLS .. 51 How To PrePare And Conduct Staff Selection Interviews4 HOMEB usiness ManualsTourism ManualsContact UsChapter One1 IntroductionIn all the years I have been involved in personnel and Training , perhaps the hardest thing I have experienced is trying to get people to take selection interviews seriously. For example, the average manager or supervisor does not undergo formal selection interview Training , with the result that such experience is generally gained while actually conducting the interviews.

8 For this reason, and despite the fact that selection interviewing in one form or another is a major aspect of obtaining the right person for a job, it is possibly the most misused Management tool in both the private and public sectors of Business and industry. Selection interviews are usually not as effective as they could be, because some interviewers: Fail to understand what is expected of them; Fail to make themselves aware of sufficient detail of the job for which they are interviewing; Do not read, or just skim, application forms prior to the selection interview and therefore miss the important information these documents contain; Fail to plan and PrePare for the interview and the applicant; Are poor communicators.

9 And Hear what is being said, but do not listen to the real such as those above, never seem to go away .One difficulty a selection interviewer may face, especially when the organisational expectations are high, is that with only a limited number of applicants, he or she may feel obliged to select someone - even though the right person is not available. The attitude that, is a recipe for disaster. If the required knowledge and/or skills are not available, don t make do with the hope that things will work out, they won many small organisations the cost of an incorrect selection decision is rarely, if ever, assessed.

10 Also, rarely is it considered to be the fault of the selection procedures or the selection interviewer if a person leaves after a short period of selection interview is a situation where both the applicant and the interviewer are under some form of pressure to perform. For example, in the case of a nervous applicant, it is the skills of the interviewer which will encourage him or her, in an empathetic way, to provide the required information. Selection interviewing is concerned with getting the right person into the right job.