Interview and Induction

Employment interviews & Induction

Saturday, April 8, 2023

• Exchange of information between an employer and a potential employee

• Employers determine if you are qualified for their open position

• Potential employee gather information about the job and the organization

• Two way flow of communication

• Make your resume come alive

Employment Interviews


• Structured Interview – Looking for information in a particular area of

interest to the company– Specific interviewing questions, prepared in

advance

• Targeted Interview– Similar to the structured interview – Specific areas/topics are to be covered

Types of interviews

Specific skillsSubject knowledgePersonality


• Unstructured Interview – Idea of what type of person would best fit the

available job– does not have a prepared list of questions to

guide the interview.


• Stress Interview – Intentionally try to upset the applicant – See how they react under pressure– Uncomfortable questions may be asked– Interrupted while speaking

Ability to handle stress


• Behavioral Interview - more pointed, more probing and more specific – Give an example of an occasion when you used logic

to solve a problem. – Give an example of a goal you reached and tell me

how you achieved it. – Describe a decision you made that was unpopular

and how you handled implementing it.

A specific situation The tasks that needed to be done The action you took The results i.e. what happened


• Lunch/ Dinner Interview - more stressful, evaluate their social skills and to see if they can handle themselves gracefully under pressure.

Communication Interpersonal skillsTable mannersSocial skills


• Group Interview/ panel interview – Each job applicant is interviewed by multiple

interviewers or a panel– A group of applicants for the same position

are interviewed together– Comparative evaluation

Appearance/ PresentationInteraction with groupCommunicationLeadership skillsAbility to handle stress


• Phone Interview – Identify and recruit candidates for employment.– Screen candidates in order to narrow the pool of

applicants – Usually followed by an in-person interview– Minimize the expenses, ideal for out-of-town

candidates.

• Video Job Interviews– Next step in the online recruiting process for

many recruiters– Quick– Save on costs– Mitigates the flaws of telephone interviews


Other aspects of employment interview

• Critical skills• Applicant research• Selecting the right candidate• Behavioral interviewing• Closing the interview• Note taking• Team interviewing


Legal aspects of employment interview

• Federal regulations– The Civil Rights Act of 1964 (Title VII) – The Age Discrimination in Employment

Act of 1967 (ADEA) – The Americans with Disabilities Act of

1990 (ADA) – The Uniformed Services Employment

Reemployment Rights Act of 1994 (USERRA)

– The Immigration Reform and Control Act Saturday, April 8, 2023

Induction


http://www.youtube.com/watch?v=B-uAERqc7n4

Interview with Ramachandran Narayanaswamy, Vice President and Head of Chennai Operations, MindTree Ltd (www.mindtree.com), November 27, 2008, 1 pm


http://www.youtube.com/watch?v=B-uAERqc7n4

DefinitionPlanned introduction of employees to their

jobs, their co-workers and the organisation.

It is designed to provide a new employee withthe information that he/she needs to functioncomfortably and effectively in the organisation.


Information conveyed by an Induction

• General information of the daily work routine

• A review of the organisation’s history, objectives, operations and products or services, as well as how the employee’s job contributes to the organisation’s needs.

• A detailed presentation of the organisation’s policies, work rules and employee benefits


Purpose/Objectives• To make the new employees feel ‘at

home’ in the new environment.

• Reduce the anxiety

• Expose new employees to all areas of the organisation

• To minimise the ‘reality shock’


What should an Induction program do?

• Establish rapport• Introduce the organisational culture• Outline the organisational vision and mission• Clarify job role and responsibilities• Familiarise employees with conditions of employment,

facilities and amenities, policies and procedures, whilst avoiding information overload

• Obtain feedback on the effectiveness of the induction program


Types of induction program

• Formal Vs Informal

• Individual Vs Collective

• Fixed Vs Variable time-period

• Serial Vs Disjunctive

• Investiture Vs Divestiture


Requisites of an effective induction program

• Prepare for new employees

• Determine the information that the new employees want to know

• Determine how to present information

• Completion of paper work


Problems• Busy or untrained supervisors • Too much of information… employee may not

cope up• The induction program fails if the employee is

misplaced• Too many forms• Menial tasks• Employee is asked to perform tasks where

there are high chances of failure• ‘Trial by Fire’


Interview and Induction

Documents

Transcript of Interview and Induction