HRMNGMNT MODULE 4

HRMNGMNT MODULE 4
HRMNGMNT MODULE 4

Virtual Meeting Netiquettes

Dress appropriately.

Be aware of your surroundings.

Mute your microphone when you're not talking.

Speak clearly.

Stay seated and stay present.

Please reserve your questions for the Q&A.

HRMNGMNT MODULE 4

Human Resource Management

(HRMNGMT)

Jezanelle Tableza
HRMNGMNT MODULE 4

Selection Process

T I R
Tests Interviews References

Used to provide valid and Aim is to elicit information To obtain in confidence

reliable evidence of levels of about candidates that will factual information about a
abilities, intelligence, enable a prediction to be prospective employee.
personality characteristics, made about how well they
aptitudes and attainments. will do the job

Source: Armstrongs-Handbook-of-Human-Resource-Management-Practice-Michael-Armstrong-Stephen-Taylor-pdf.pdf
HRMNGMNT MODULE 4

Module 4:
Selection:
Interview Tools,
References &
Pre-employment
HRMNGMNT MODULE 4

Job Interview
•A job interview is an interview consisting of a conversation between a
job applicant and a representative of an employer.

•It is conducted to assess whether the applicant should be hired.

HRMNGMNT MODULE 4

The Three s of an Interviewer

ontact

The ability to relate and develop rapport with

the applicant. This enables the applicant to
relax so the real person comes through.
HRMNGMNT MODULE 4

The Three s of an Interviewer

ontent

- Competency and compatibility to get along with

others with increasing responsibilities.
- Look at career progression and growth paths.
HRMNGMNT MODULE 4

The Three s of an Interviewer

ontrol

The interviewer’s ability to ensure that the interview

plan is completed at the time allotted.
HRMNGMNT MODULE 4

The Interview

Types

Arrangements
HRMNGMNT
Main Types of Interviews
Individual Interview
The interviewer interviews
one applicant at a time.
Possibility of bias if the
interviewer’s decision is
independent of the other
managers involved in the
selection.
Interview Series
Two or more managers
interview as scheduled.
There will now be
a basis for different opinions
and comparison.
MODULE 4
Panel Interview
Involves the other managers
involved including the
Human Resource Manager.
There is less partiality as the
panel size increases in
interviewers
HRMNGMNT
Interview Arrangements
Structured
Based on a defined framework.
Within the framework there may be
a set of predetermined questions.
All candidates are asked the same
questions, which will focus on the
attributes and behaviours required
to succeed in the job. The answers
may be scored through a rating
system.
MODULE 4
Unstructured
Essentially a general discussion
during which the interviewer asks a
few questions that are relevant to
what he or she is looking for but
without any specific aim in mind
other than getting an overall picture
of the candi- date as an individual.
Questions are often random and
non-specific.
HRMNGMNT MODULE 4

Part 1: Introducing Yourself to the

Applicant

1. Introduce yourself as the

interviewer.
2. Describe your position and
responsibilities. The Interview
3. Describe your departmental unit.
4. Opportunities in the company.
5. Reason for the job vacancy.
6. Work hours and wages.
HRMNGMNT MODULE 4

Part 2: What to Ask the Applicant

1. What made the applicant want to

join the hotel industry?
2. Where did the applicant go to
school and what credentials were
achieved?
3. What are the reasons for wanting The Interview
to join the hotel?
4. What are the reasons for leaving
the last job?
HRMNGMNT MODULE 4

Part 3: Ending the Interview

1. End the interview by asking if the

applicant has any questions.

The Interview
HRMNGMNT MODULE 4

Interviewer's
HRMNGMNT MODULE 4

Tip #1 Tip #2 Tip #3 Tip #4 Tip #5

Prepare and review Conduct the Clear all phone Introduce yourself. Explain clearly
the approved job Be casual to put
interview in a calls and other the job,
description and
quiet, interruptions. the applicant at conditions of
personnel
specification, and the comfortable ease. employment and
interview questions. room. opportunities.

Tip #6 Tip #7 Tip #8 Tip #9 Tip #10

Ask open-ended Avoid asking Encourage the Let the applicant Close the interview
questions that begin with talk openly, but
questions already applicant to ask by explaining the
when, where, why, who ,
what and how. This answered in the questions if guide and control next steps in the
prevents the applicant to application form. necessary. the interview too to selection
answer with yes and no avoid exceeding the
statements. procedure.
time allotted.

Tip #11 Tip #12

Treat all applicants equally with respect. Complete your assessment immediately after each interview
to note important information to remember about the
applicant .
HRMNGMNT MODULE 4

What Not to Do in Interviews

1. Keep the applicant waiting for a long time.
2. Overpromise the job.
3. Hide undesirable facts about the position.
4. Interrupt or rush the interview.
5. Preach to the applicant about your beliefs.
6. Allow your first impression to influence your decision.
7. Ask senseless personal questions.
8. Raise hopes unnecessarily.
9. Leave applicants with a negative opinion of
your company.
10. Wait till the end of the day to document your
assessment..
HRMNGMNT MODULE 4

Selection Process

T I R
Tests Interviews References

Used to provide valid and Aim is to elicit information To obtain in confidence

reliable evidence of levels of about candidates that will factual information about a
abilities, intelligence, enable a prediction to be prospective employee.
personality characteristics, made about how well they
aptitudes and attainments. will do the job

Source: Armstrongs-Handbook-of-Human-Resource-Management-Practice-Michael-Armstrong-Stephen-Taylor-pdf.pdf
HRMNGMNT MODULE 4

References
To obtain in
confidence factual
information about
a prospective
employee.
HRMNGMNT MODULE 4

The questions asked on this form

should be limited to the following:

1. What was the period of

employment? 

2. What was the job title? 

3. What work was carried out?
4. What was the rate of pay or salary?
5. How many days’ absence were
there over the last 12 months?
6. Would you re-employ (if not, why
not)?
HRMNGMNT MODULE 4

QUESTIONS?