Interview Techniques and Errors

Interview Errors

• Halo Effect: Interviewers might be swayed by one positive trait, overlooking other aspects of the candidate.
• Leniency: Raters can have different perspectives, leading to inconsistent scoring.
• Projection: Interviewers may unconsciously favor candidates who resemble their own qualities, skills, and background.
• Stereotyping: Interviewers can make assumptions based on a candidate's community, culture, or origin.

Placement

• Involves assigning employees to specific jobs based on qualifications and job requirements.
• Includes a probationary period to monitor new recruits.

Interview Types

• Preliminary Interview: A screening process where candidates are given information about the job and have the opportunity to decide if it's a good fit.
• Non-Directive Interview: Allows candidates to talk freely, and the recruiter asks questions as they come to mind.
• Directive or Structured Interview: Uses a predetermined set of questions for all candidates, enabling comparison.

Line and Staff Relationship

• Line Functions: Directly involved in achieving the organization's goals (e.g., manufacturing, marketing).
• Staff Functions: Provide support to line functions (e.g., HR, Finance).
• Both types of functions are essential and should collaborate for success.

Assessing Current Human Resources

• Job analysis: Understanding the tasks, responsibilities, and qualifications required for each position.
• HR Inventory (HRIS): A database that tracks employee information and helps create an accurate picture of the workforce.
• Forecasting: Predicting future workforce needs by considering company plans, industry trends, and market demand.

Human Resource Planning (HRP)

• The process of anticipating and preparing for the movement of people within an organization.

HRP Objectives

• Right Number: Having the necessary quantity of personnel.
• Right Skills: Ensuring employees possess the required expertise.
• Right Time: Having employees available when needed.
• Right Cost: Managing HR expenses effectively.

Dealing with Surplus Manpower

• Retrenchment: Terminating employment.
• Outplacement: Providing assistance to employees who are leaving the organization.
• Layoffs: Temporary or permanent reductions in workforce.
• Leave of Absence without Pay: A period of time when an employee is not paid but retains their job.
• Loaning: Temporarily transferring employees to another organization.
• Work Sharing: Employees share existing jobs, reducing workload.
• Reduced Work Hours: Employees work fewer hours, resulting in lower pay.
• Early/Voluntary Retirement: Employees voluntarily leave the organization before the usual retirement age.
• Attrition: Normal turnover due to resignations, retirements, or other reasons.

Growing Importance of HRP

• Preparing for Global Change: Adapting to international market demands and competition.
• Satisfying Stakeholders: Meeting the expectations of employees, customers, investors, and other parties.
• Monetary Value to HR Activities: Demonstrating the financial impact of HR initiatives.

Personnel Function

• Includes various activities such as job redesign, career development, performance management, reward systems, safety, and health benefits.

Objectives of HRP (according to Gesiler)

• Forecasting Personnel Requirements: Predicting the number and types of employees needed in the future.
• Optimum Resource Utilization: Making the most of existing workforce capabilities.
• Productive Use of Existing Manpower: Effectively employing current employees.
• Coping with Change: Preparing for technological advancements and other organizational changes.
• Control Measures: Ensuring resource availability when required.
• Systematic Employee Promotion: Providing clear paths for career advancement.
• Management Development Programs: Offering training and development opportunities for managers.
• Productivity Bargaining: Negotiating agreements that improve employee performance and productivity.
• Cost of Manpower Assessment: Evaluating HR costs and ensuring cost-effectiveness.

Importance of HR Planning

• Reservoir of Talent: Attracting and retaining skilled employees.
• Preparing People for the Future: Developing and motivating employees to handle future challenges.
• Expanding or Contracting: Having a flexible supply of employees to meet organizational needs.
• Cost Reduction: Controlling HR expenses.
• Succession Planning: Identifying and grooming high-potential employees for leadership roles.

Manpower Audit

• A detailed analysis of the existing workforce, including:
  • Personal Factors: Name, age, marital status.
  • Education and Training: Degrees, certifications, training programs.
  • Experience and Skills: Job titles, areas of expertise, languages.
  • Additional Information: Salary grade, disciplinary record, career goals, performance appraisals.
• Job Analysis: A systematic examination of each job, including:
  • Job Description: Tasks, responsibilities, work environment, tools, and materials used.
  • Job Specification: Qualifications, skills, and personal attributes required for the job.

Developing a Human Resource Plan

• The implementation of findings from the manpower audit and job analysis.

Recruitment

• The process of attracting potential employees to apply for open positions.

Advantages of Internal Recruitment

• Motivation: Employees feel valued and motivated when given opportunities for advancement.
• Improved Morale: Employees are more confident and committed when promoted internally.
• Cost-Effective: Internal recruitment is typically less expensive than external recruitment.
• Performance Improvement: A chain of promotions can encourage employees to enhance their performance.
• Training Tool: Internal recruitment provides opportunities for employee development.

Disadvantages of Internal Recruitment

• Limited Talent Pool: May restrict access to fresh ideas and skills.
• Employee Stagnation: Can lead to lower motivation and a lack of competition.
• Transfer Reduction in Productivity: Frequent internal transfers may disrupt workflow.

Advantages of External Recruitment

• Attracting Qualified Personnel: Access to a broader range of talent.
• Wider Choice: More options to find the best-suited candidates.
• Fresh Talent: Brings new perspectives and skills to the organization.
• Competitive Spirit: Raises the bar and encourages existing employees to perform better.

Disadvantages of External Recruitment

• Dissatisfaction Among Existing Staff: May create feelings of unfairness or resentment.
• Time-Consuming Process: Can be lengthy and complex.
• Costly Process: Involves advertising, screening, and interviewing.
• Uncertain Response: Unclear if qualified candidates will apply or be selected.

Selection

• The process of choosing the best candidate for a job from a pool of applicants.