Interviewing and Hiring
Interviewing and hiring techniques vary based on the job type, size of the company and level of position. The selection of employees needs to conform to state and federal laws and represent a considerable expense for many companies. While many companies eventually base their selection on an in-person interview, large companies have the applicant … Keep Reading → complete a number of preliminary screening activities. Employee turnover, recruitment and retraining can be costly for small companies. For some jobs, specific skills are required, so a skills criterion assessment can eliminate applicants without the necessary skills. Similarly, applicants who need to be bonded must clear the personal reference, credit and police checks before going further. The actual interview process should be consistent with the company culture. For instance, a laid back software team may all want to be a part of the panel that interviews the applicant since they’ll all be working closely together. The interview for a sales or marketing manager might include having the applicant make a sales presentation to the head of sales or the CEO. An applicant for training or teaching position is frequently asked to prepare a lesson plan and do a classroom simulation. Explore some of the interviewing and hiring options presented in this Hub.
