HR Steps for New Employees
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Questions and Answers

What is one important aspect to look for in a resume regarding employment history?

  • Frequency of changes at the employer (correct)
  • Hobbies and interests
  • Personal reflections
  • Formatting style

Time gaps in an applicant's employment history are always a negative sign.

False (B)

What should you do first before conducting a job interview?

Review the applicant's CV and professiogram.

At the beginning of the interview, it is important to greet the candidate with a __________.

<p>handshake</p> Signup and view all the answers

Match the interview question category with its description:

<p>Motivation = What can you do for us? Behavioral = Describe a situation where you had to deal with a difficult client. Situational = Imagine a customer who is upset about a problem. Financial = Can we afford you financially?</p> Signup and view all the answers

Which of the following is NOT a step in ending the interview?

<p>Provide them with a written contract (B)</p> Signup and view all the answers

Asking about the candidate's financial requirements is an inappropriate interview question.

<p>False (B)</p> Signup and view all the answers

What technique can be used to frame behavioral interview questions?

<p>STAR technique (Situation, Task, Action, Result)</p> Signup and view all the answers

Which of the following should be avoided in job advertisements?

<p>Direct discrimination (C)</p> Signup and view all the answers

Requests for a photograph of the candidate are commonly acceptable in job advertisements.

<p>False (B)</p> Signup and view all the answers

What document is typically required from applicants to outline their work history and qualifications?

<p>Curriculum vitae (CV)</p> Signup and view all the answers

Psychological tests may include ___ tests of abilities.

<p>cognitive</p> Signup and view all the answers

Match the following types of candidate evaluations with their descriptions:

<p>Cover letter = Document outlining the candidate's motivation for applying References = Contacts who can vouch for the candidate's qualifications Assessment center = A multifaceted evaluation process involving teamwork and problem solving Work samples = Demonstrations of the candidate's professional skills</p> Signup and view all the answers

Which of the following is NOT a common method for obtaining information about candidates?

<p>Personal fashion preferences (A)</p> Signup and view all the answers

Graphological analysis is used to assess a candidate’s personality traits based on their handwriting.

<p>True (A)</p> Signup and view all the answers

What type of questionnaire may be used to gather personal information from candidates?

<p>Personal questionnaire</p> Signup and view all the answers

Which of the following is a prohibited topic during an interview?

<p>Health situation (A)</p> Signup and view all the answers

The Halo Effect refers to making judgments based on a bad first impression.

<p>False (B)</p> Signup and view all the answers

What should you avoid asking when interviewing a candidate?

<p>Closed and suggestive questions.</p> Signup and view all the answers

To minimize bias during interviews, it is important to avoid _____ and unpreparedness.

<p>hasty decisions</p> Signup and view all the answers

Match the following interview mistakes with their descriptions:

<p>Hasty decisions = Making quick judgments based on limited information Stereotyping = Judging based on prejudices related to appearance Contrast effect = Comparing candidates against each other excessively Suggestive questions = Anticipating answers with leading questions</p> Signup and view all the answers

What is a key action to take before making a job offer?

<p>Rank candidates based on their suitability for the position (A)</p> Signup and view all the answers

Identifying with the applicant is a fair way to make hiring decisions.

<p>False (B)</p> Signup and view all the answers

What should be included in a written offer of employment for a managerial position?

<p>Date of expected start and summary of agreed terms.</p> Signup and view all the answers

What is the maximum duration for a fixed-term employment relationship?

<p>3 years (C)</p> Signup and view all the answers

An employee's probationary period for ordinary staff can be extended beyond 3 months.

<p>False (B)</p> Signup and view all the answers

What is the penalty for breaching a contractual obligation according to the agreement?

<p>contractual penalty</p> Signup and view all the answers

The maximum number of hours for a work performance agreement may not exceed _____ hours per calendar year.

<p>300</p> Signup and view all the answers

Which agreement allows for a maximum of 20 hours of work per week?

<p>Agreement on work activity (D)</p> Signup and view all the answers

Single job billing to one employer constitutes an illegal schwarz system.

<p>True (A)</p> Signup and view all the answers

What must the agreement regarding work performance be, in terms of documentation?

<p>in writing</p> Signup and view all the answers

Match the following agreements with their characteristics:

<p>Fixed-term employment = Can last up to 3 years Work performance agreement = May not exceed 300 hours annually Work activity agreement = Maximum of 20 hours per week Probationary period for managerial staff = Cannot exceed 6 months</p> Signup and view all the answers

What is the maximum duration for a competitive clause agreement after employment termination?

<p>1 year (C)</p> Signup and view all the answers

An employment contract does not need to be in writing.

<p>False (B)</p> Signup and view all the answers

What should new employees complete before signing their employment contract?

<p>an initial medical examination and a personal questionnaire</p> Signup and view all the answers

The __________ is a legal norm applicable to all employers and employees.

<p>Labour Code</p> Signup and view all the answers

Match the following employment contract components with their descriptions:

<p>Type of work = The specific job role assigned to the employee Place of work = The location where the employee will perform their job Date of commencement = The starting date of employment Terms of remuneration = The payment structure and amounts for the employee</p> Signup and view all the answers

What type of letter is sent to applicants who are borderline acceptable?

<p>Reservation letter (D)</p> Signup and view all the answers

What is a non-competition clause?

<p>An agreement to not perform similar work for a competitor for a specified time (D)</p> Signup and view all the answers

Collective agreements are formed through negotiations between the employer and employees.

<p>True (A)</p> Signup and view all the answers

Employees must invoice their work under their employer's name.

<p>False (B)</p> Signup and view all the answers

The employee's consent to travel on __________ is sometimes included in the employment contract.

<p>business</p> Signup and view all the answers

What must an employer provide an employee under a non-competition clause?

<p>Adequate financial compensation</p> Signup and view all the answers

The degree of work adaptation is reflected in the worker's ______ and job satisfaction.

<p>performance</p> Signup and view all the answers

Match the adaptation types with their definitions:

<p>Work adaptation = Adjustment to job requirements and environment Social adaptation = Integration into social relations at work</p> Signup and view all the answers

How long can a non-competition clause typically last?

<p>Up to one year</p> Signup and view all the answers

A contractual penalty must always be reasonable in amount according to the agreement.

<p>True (A)</p> Signup and view all the answers

Flashcards

Cover Letter

A written document submitted by a job applicant to express their interest in a position and highlight their relevant skills and experience.

Curriculum Vitae (CV)

A document that summarizes a person's education, work experience, and skills.

Personality Questionnaire

A formal test or examination designed to evaluate a candidate's personality traits, motivations, interests, and values.

Assessment Center

A process that simulates real-world work situations to assess a candidate's skills, knowledge, and behavior.

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Interview

A structured conversation between a candidate and a representative of an organization to evaluate suitability for a role.

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Graphological Analysis

A method of evaluating a candidate's handwriting to gain insights into their personality, character, and suitability for a role.

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Medical Examination

A physical examination conducted to ensure a candidate's physical health and fitness for a specific role.

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Professional Tests

A process for evaluating a candidate's ability to perform specific tasks related to a particular job.

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Reviewing the Candidate's Resume and Professiogram

The interviewer should review the candidate's resume and professional profile before the interview to familiarize themselves with their background and skills.

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Preparing Interview Questions

The interviewer should prepare specific questions to ask the candidate based on their resume, profession, and the job requirements.

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Welcoming the Candidate

The interviewer should greet the candidate with a handshake, invite them to sit, and offer a drink to create a comfortable and welcoming atmosphere.

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Introducing the Interview Process

The interviewer should briefly introduce themselves and other participants to the candidate, explaining the interview's purpose, process, and duration.

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Categories of Interview Questions

The interviewer should ask questions that explore the candidate's motivation, expectations, knowledge, skills, experience, personality traits, work ethic, and financial requirements.

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Stereotyping

Preconceived notions about a candidate based on their appearance, background or social group.

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Horns Effect

Letting a negative first impression influence your entire assessment of a candidate.

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Halo Effect

Over-valuing a candidate's initial positive traits, affecting your overall judgment.

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Candidate Selection Process

A structured process where candidates are ranked based on their suitability, and the top candidate is offered the position

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Letter of Intent

A formal letter outlining the agreement to hire a candidate, detailing the position, start date, and key terms, often for senior roles.

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Suggestive Questions

Questions that lead the candidate towards a desired answer, affecting their honesty.

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Closed-Ended Questions

Interview questions that limit response options, making it challenging to collect comprehensive information.

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Hasty Decisions

Making decisions based on limited information or intuition, without proper analysis.

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Rejection Letter

A written document informing an applicant that they were not selected for a job position, thanking them for their interest and providing feedback.

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Reservation Letter

A written document sent to an applicant who is a good fit but not the best fit for a current position. It expresses interest in keeping the candidate's information on file for future suitable roles.

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Labour Code

The legal framework that regulates employment relationships between employers and employees.

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Conditions of Employment

Internal rules that apply to specific companies, governing employment matters within that company.

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Collective Agreement

A negotiated agreement between a company and a union that establishes workplace terms and conditions.

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Employment Contract

A legal document that outlines the terms of employment between an employer and an employee.

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Competitive Clause

A clause in an employment contract that prevents an employee from working for a competitor or in a similar field for a period after leaving their job.

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Financial Compensation

A type of payment made to an employee who is restricted from working in a competing field due to a competitive clause.

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Non-Compete Agreement

An employer can require an employee to sign a non-compete agreement if it protects confidential information that could harm the company's business.

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Fixed-Term Employment

A fixed-term employment contract has a specific end date and cannot be renewed more than twice.

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Indefinite Employment

If an employment contract doesn't specify the duration, it's assumed to be indefinite, meaning it continues until terminated.

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Managerial Employment Contracts

Managerial positions have different employment contract terms compared to regular employees, including a longer probationary period.

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Wage/Salary Agreement

The agreed upon wage is typically not included in the employment contract, but is detailed in a separate agreement.

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Work Performance Agreement

A work performance agreement can be used for specific tasks but is limited to a maximum of 300 hours per year.

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Activity Performance Agreement

An activity performance agreement lets someone work for a maximum of 20 hours per week, or about 1000 hours per year.

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Illegal 'Schwarz' System

The 'schwarz system' is an illegal practice where someone appears self-employed but is actually working under the control of an employer. It disguises the true employer-employee relationship.

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Non-Competition Clause

An agreement that forbids an employee from working in a competing business for a specific period after leaving their current employment. This restriction applies to activities that are similar to or compete with their former employer's.

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Financial Compensation for Non- Competition Clause

Financial compensation provided to an employee for fulfilling the terms of a non-competition clause, usually a percentage of their average monthly earnings for each month they adhere to the agreement.

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Contractual Penalty in Non-Competition Clause

A penalty agreed upon in a non-competition clause that the employee must pay to the employer if they violate the agreement. This penalty must be reasonable and fair.

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Work Adaptation

The process of integrating a new employee into a company by teaching them the specific skills and knowledge needed for their role.

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Social Adaptation

The process of integrating a new employee into the social environment of a workplace, fostering positive relationships with colleagues.

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Work Adaptation Success

The degree to which a new employee successfully learns and performs their job duties, reflecting their proficiency and effectiveness in the role.

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Social Adaptation Success

The level of comfort and positive interactions a new employee experiences with their colleagues and the workplace overall.

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Study Notes

HR Steps for New Employees

  • Determining Employee Requirements:
    • Job descriptions are used to identify essential and desirable employee characteristics.
  • Choosing Recruitment Methods:
    • Determining appropriate methods helps attract suitable candidates.
  • Selection Methods:
    • Final selection and candidate acceptance are crucial steps.
  • Employee Adaptation:
    • This period focuses on employee integration and training.

Employee Recruitment Methods

  • Internal Recruitment:
    • Methods:
      • Career advancement opportunities
      • Staff appraisal results
      • Internal job postings and auditions
  • External Recruitment:
    • Methods:
      • Press advertisements
      • Outdoor advertising (billboards, banners)
      • Leaflets
      • Online advertising (job sites, company websites, social media, agency sites)
      • Labour exchanges
      • Recruitment agencies
      • Direct outreach (networking/referrals)

Avoiding Poor Recruitment Practices

  • Avoid discrimination (direct or indirect)
  • Avoid demanding photographs or criminal records unless legally required
  • Avoid errors in grammar, punctuation, and phrasing in advertisements.
  • Clear communication is crucial for effective recruitment
  • Avoid vague or misleading job descriptions.
  • Avoid stereotypical or inappropriate statements

Obtaining Candidate Information

  • Applicant Materials:
    • Cover letters
    • CVs
    • Criminal record information (if required)
    • Educational qualifications
    • Video testimonials
    • Social media profiles
    • Interview feedback

Candidate Evaluation Methods

  • Personal questionnaires/video questionnaires
  • References
  • Psychological tests (IQ, personality, aptitude/ skills tests)
  • Professional tests (assess professional competency)
  • Assessment centers (tests focus on teamwork, problem solving, management skills)
  • Interviews (various formats, including video/ telephone )
  • Work samples/situational tasks (testing skills)
  • Simulations/case studies
  • Graphological analysis
  • Medical examinations

Interview Tips/ Best Practices

  • Pre-Interview preparation:
    • Reviewing applicant materials
    • Developing a set of questions
    • Setting up the interview space
  • Greeting/Welcoming Candidates:
    • Introduce yourself and the other interviewers
    • Put candidates at ease
  • During the Interview:
    • Present the company, summarize the job position, and establish rapport
    • Direct questions to all sections of candidate qualifications.
    • Take detailed notes.
    • Ask well-structured questions (from pre-designed categories).
    • Respectful conduct; appropriate/ suitable tone
  • Interview Follow-up:
    • Answering candidate questions; thanking them for their time
    • Keeping interview records.

Interview Question Categories and Examples

  • Behavioral/star questions:
    • Example: "Tell me about a situation where you worked in a team and experienced conflict. How did you manage it?"
  • Situational questions:
    • Example: "Imagine a customer is upset about an unresolved issue. How would you deal with it?"

Interview Mistakes to Avoid

  • Halo effect: Judging candidates solely on first impressions
  • Horns effect: Judging candidates solely on negative first impressions
  • Stereotyping: Making assumptions about candidates based on groups they belong to.
  • Closed-ended questions: Leading to a low amount of information collected, which biases the evaluation.
  • Suggestive questions: These anticipate an answer which limits information.
  • Inappropriate interview questions: Questions that raise issues of discrimination, harassment, or prejudice.
  • Insufficient preparation: This is a major error. Always have information ready.

Employment Contract Details

  • Labour Code: Legal norms applicable to all parties
  • Collective agreements: Internal business norms
  • Employment contract: A written document that clarifies the employment terms
  • Employment contract content: Should include (minimum requirements):
    • Type of work
    • Employment start date
    • Working hours/working locations
    • Remuneration information
    • Policies / procedures / code of conduct
  • Probationary periods: Length can vary by role
  • Non-compete clauses: Can limit post-employment work.
  • Legal restrictions on employment contracts: There are legal restrictions on contracts.

Other Important Notes

  • Employee Adaptation: Two levels of adaptation (work and social)
  • Illegal employment practices: Such practices in employment are specifically described and illustrated.

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Related Documents

HR Practices & Recruitment Procedures PDF

Description

This quiz covers the essential HR processes for effectively onboarding new employees. Topics include employee requirement determination, recruitment methods, selection processes, and employee adaptation strategies. Test your knowledge on how to successfully integrate new hires into the workplace.

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