TEXT 2. HOW TO SELECT THE “RIGHT” PERSON
1. UNIT 6. Текст «HOW TO SELECT THE “RIGHT” PERSON», стр. 63-65 читать, переводить, выписать незнакомые слова.
2. Выполнить упр-я .
Учебник: Агабекян И.П.
А23 Английский язык для менеджеров/ И.П. Агабекян, —- Mосква: «Проспект», 2019 — 352 с (Высшее образование).
TEXT 2. HOW TO SELECT THE “RIGHT” PERSON
How to select the right person for the job? There is no perfect answer, but the interview process can be of great help if it is used effectively. Interviewing candidates for a position in a company is one of the final steps in the hiring process. Below is a list of the steps involved in the hiring process.
The key steps to finding the right person to fill a position include:
■ Determining the need to hire a new employee. Are the skills and talents of current employees properly utilized? Can your business growth support a new employee?
■ Conducting a thorough job analysis. What are the job's essential functions and key performance criteria?
■ Writing a job description and job specification for the position based on the job analysis.
■ Determining the salary for the position. Is the salary comparable and proportional with the salaries and responsibilities of other positions inside your company as well as similar positions out in the marketplace?
■ Deciding where and how to find qualified applicants. What are the recruitment techniques to be used? What is the time frame for conducting your search? Remember, advertising is not the only, or necessarily the best, way to recruit.
■ Collecting and reviewing a fair amount of applications and resumes and then selecting the most qualified candidates for further consideration.
■ Interviewing the most qualified candidates for the position,
based on the job's description and specification.
■ Checking references.
■ Hiring the best person for the job.
After reviewing all of the resumes, you will be able to pick and choose a select number of qualified applicants to be interviewed.
How to Conduct the Successful Interview - What to do?
1. Prepare in Advance for the Interview
■ Know what you want in a candidate before you begin the interview. Review the job specifications and requirements that have been prepared.
■ Know the job and its responsibilities. Review the job description.
■ Prepare a list of standard questions concerning the candidate's skills, abilities and past work performance that you want him/her to answer.
■ Review the candidate's resume prior to the interview.
2. Collect Important Information During the Interview
■ Since past behavior predicts future behavior, look for the candidate's behavior “patterns” as you collect information. Oftentimes, by listening to how the candidate responds to your questions about previous jobs, you will be able to get a very good idea of what their behavior will be like in the future.
■ Try not to give too much detailed information about your company's needs. Remember that the candidate wants to get the job and will be trying to say the right thing to impress you.
■ Ask questions that focus on the candidate's past performances.
■ Notice how well the candidate listens and responds to the questions asked.
■ Listen to the questions the candidate asks. Clarify the reasons why the questions are being asked. Notice which questions he/she asks first as they may be his/her primary concerns.
■ Take detailed hand-written notes concerning job related topics that will help you distinguish the candidates from one another (especially if you will be conducting several interviews). Help yourself remember each candidate and each interview clearly.
■ Record information pertaining to the set criteria that will help in the evaluation of candidates.
■ Organize and analyze the information immediately after the interview when memory is fresh. Don't try to remember everything, it's impossible. One idea is to “rate” each candidate on each of the criteria immediately following the interview.
■ Provide information on the company and the job to each candidate.
3. Treat All Candidates Fairly
■ Use your list of standard questions during each interview so that you treat the applicants the same and so that you can compare the answers.
■ Keep all questions job-related.
■ Show a genuine interest in every candidate you interview.
■ If possible, have at least one other person who can meet and/or interview candidates who are “finalists.” They should also “rate” the candidates on each of the criteria; ultimately, all interviewers should compare their “ratings” and discuss any discrepancies.
4. Be Courteous and Respectful
■ Begin the interview on schedule.
■ If possible, conduct the interview without interruptions.
■ Do not argue with the candidate.
■ Thank the candidate for his/her time and interest.
5. Facilitate Open Communication
■ Promote a relaxed environment with free-flowing conversation.
■ Do not dominate the discussion by talking too much. Many experts use a 80/20 rule - you talk 20% of the time and the candidate talks 80% of the time.
■ Listen carefully to the candidate's answers. If they do not provide you with specific results, probe until they do.
■ Explain the selection process to the candidate.
Assignment. Answer the questions:
■ What are the steps in finding the right person to fill a position?
■ What are the techniques of interviewing the applicant?