Podcast
Questions and Answers
What is one important aspect to look for in a resume regarding employment history?
What is one important aspect to look for in a resume regarding employment history?
Time gaps in an applicant's employment history are always a negative sign.
Time gaps in an applicant's employment history are always a negative sign.
False
What should you do first before conducting a job interview?
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 __________.
At the beginning of the interview, it is important to greet the candidate with a __________.
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Match the interview question category with its description:
Match the interview question category with its description:
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Which of the following is NOT a step in ending the interview?
Which of the following is NOT a step in ending the interview?
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Asking about the candidate's financial requirements is an inappropriate interview question.
Asking about the candidate's financial requirements is an inappropriate interview question.
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What technique can be used to frame behavioral interview questions?
What technique can be used to frame behavioral interview questions?
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Which of the following should be avoided in job advertisements?
Which of the following should be avoided in job advertisements?
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Requests for a photograph of the candidate are commonly acceptable in job advertisements.
Requests for a photograph of the candidate are commonly acceptable in job advertisements.
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What document is typically required from applicants to outline their work history and qualifications?
What document is typically required from applicants to outline their work history and qualifications?
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Psychological tests may include ___ tests of abilities.
Psychological tests may include ___ tests of abilities.
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Match the following types of candidate evaluations with their descriptions:
Match the following types of candidate evaluations with their descriptions:
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Which of the following is NOT a common method for obtaining information about candidates?
Which of the following is NOT a common method for obtaining information about candidates?
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Graphological analysis is used to assess a candidate’s personality traits based on their handwriting.
Graphological analysis is used to assess a candidate’s personality traits based on their handwriting.
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What type of questionnaire may be used to gather personal information from candidates?
What type of questionnaire may be used to gather personal information from candidates?
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Which of the following is a prohibited topic during an interview?
Which of the following is a prohibited topic during an interview?
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The Halo Effect refers to making judgments based on a bad first impression.
The Halo Effect refers to making judgments based on a bad first impression.
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What should you avoid asking when interviewing a candidate?
What should you avoid asking when interviewing a candidate?
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To minimize bias during interviews, it is important to avoid _____ and unpreparedness.
To minimize bias during interviews, it is important to avoid _____ and unpreparedness.
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Match the following interview mistakes with their descriptions:
Match the following interview mistakes with their descriptions:
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What is a key action to take before making a job offer?
What is a key action to take before making a job offer?
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Identifying with the applicant is a fair way to make hiring decisions.
Identifying with the applicant is a fair way to make hiring decisions.
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What should be included in a written offer of employment for a managerial position?
What should be included in a written offer of employment for a managerial position?
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What is the maximum duration for a fixed-term employment relationship?
What is the maximum duration for a fixed-term employment relationship?
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An employee's probationary period for ordinary staff can be extended beyond 3 months.
An employee's probationary period for ordinary staff can be extended beyond 3 months.
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What is the penalty for breaching a contractual obligation according to the agreement?
What is the penalty for breaching a contractual obligation according to the agreement?
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The maximum number of hours for a work performance agreement may not exceed _____ hours per calendar year.
The maximum number of hours for a work performance agreement may not exceed _____ hours per calendar year.
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Which agreement allows for a maximum of 20 hours of work per week?
Which agreement allows for a maximum of 20 hours of work per week?
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Single job billing to one employer constitutes an illegal schwarz system.
Single job billing to one employer constitutes an illegal schwarz system.
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What must the agreement regarding work performance be, in terms of documentation?
What must the agreement regarding work performance be, in terms of documentation?
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Match the following agreements with their characteristics:
Match the following agreements with their characteristics:
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What is the maximum duration for a competitive clause agreement after employment termination?
What is the maximum duration for a competitive clause agreement after employment termination?
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An employment contract does not need to be in writing.
An employment contract does not need to be in writing.
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What should new employees complete before signing their employment contract?
What should new employees complete before signing their employment contract?
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The __________ is a legal norm applicable to all employers and employees.
The __________ is a legal norm applicable to all employers and employees.
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Match the following employment contract components with their descriptions:
Match the following employment contract components with their descriptions:
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What type of letter is sent to applicants who are borderline acceptable?
What type of letter is sent to applicants who are borderline acceptable?
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What is a non-competition clause?
What is a non-competition clause?
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Collective agreements are formed through negotiations between the employer and employees.
Collective agreements are formed through negotiations between the employer and employees.
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Employees must invoice their work under their employer's name.
Employees must invoice their work under their employer's name.
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The employee's consent to travel on __________ is sometimes included in the employment contract.
The employee's consent to travel on __________ is sometimes included in the employment contract.
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What must an employer provide an employee under a non-competition clause?
What must an employer provide an employee under a non-competition clause?
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The degree of work adaptation is reflected in the worker's ______ and job satisfaction.
The degree of work adaptation is reflected in the worker's ______ and job satisfaction.
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Match the adaptation types with their definitions:
Match the adaptation types with their definitions:
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How long can a non-competition clause typically last?
How long can a non-competition clause typically last?
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A contractual penalty must always be reasonable in amount according to the agreement.
A contractual penalty must always be reasonable in amount according to the agreement.
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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.
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Selection Methods:
- Final selection and candidate acceptance are crucial steps.
-
Employee Adaptation:
- This period focuses on employee integration and training.
Employee Recruitment Methods
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Internal Recruitment:
-
Methods:
- Career advancement opportunities
- Staff appraisal results
- Internal job postings and auditions
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Methods:
-
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)
-
Methods:
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
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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
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Pre-Interview preparation:
- Reviewing applicant materials
- Developing a set of questions
- Setting up the interview space
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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?"
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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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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.
