TEXT 3. HIRING OF EMPLOYEES
TEXT 3. HIRING OF EMPLOYEES
Screening of Job Applicants
The screening process provides information about an individual's skills and knowledge enabling a potential employer to determine whether that person is suited to, and qualified for, the position. Experience has shown that hiring an overqualified person can be as harmful as hiring an under qualified person.
The application form can be used to begin screening candidates for a job. It provides information on the person's background and training and is the first means of comparing the applicant with the job description. This will ensure that you don't waste time on applicants who clearly do not meet the minimum requirements for the job.
Generally, the following information is asked on an employment application form: name, address, telephone number, kind of work desired, work experience, education and references.
The personal interview is the second step in the screening process. During the interview, the manager learns more about the applicant. The interview should be guided, but not dominated, by the manager, as it is important to let the candidate speak freely. Whenever possible, the interviewer should ask questions that are directly related to the job.
A list of questions helps assess the applicant's qualifications that meet the specifications for the job.
Interviewing makes the selection process more personal and gives the interviewer an overall idea of whether the applicant is appropriate for the job. The following list of techniques will help you select the right applicant for the job:
1. Review the job description before the interview.
2. Establish a friendly atmosphere.
3. Develop an interview time plan.
4. Don’t form an opinion too early.
5. Give the candidate time to tell his or her story; don't talk too much.
6. Present a truthful picture of the company and the job.
7. Listen carefully and take notes.
8. Avoid detailed discussion of salary too early in the interview.
9. Be courteous.
10. Discuss with the candidate the next step in the hiring process and the timing.
Other screening techniques include employment tests and physical examinations. Some employment tests measure aptitude, achievements, intelligence, personality and honesty. A physical examination determines if the applicant meets the health standards and physical demands of the job.
Selecting and Hiring
If the screening process is thorough, selecting the best applicants for the job is easy. However, before making the final selection, one last step should be taken: the top candidate's references should be checked for accuracy. You should be aware of the ten-dency of references to give a rose-colored picture of applicant's character and ability. A careful check with former employers and other references can be most constructive. Checking can determine whether or not the applicant was truthful about his or her employment history.
Orienting New Employees
An employee handbook gives important information about the company to the employee. The handbook should cover topics such as pay rates, working conditions and fringe benefits.
When an individual is hired, he or she should receive a comprehensive orientation on the specific nature of the job. Rules should be explained in detail, and any questions answered before the new employee begins work. New employees should be introduced to other employees and made to feel welcome.
Compensation Issues
Compensation takes two forms: (1) direct compensation (wages and salaries) and (2) indirect compensation (fringe benefits).
Direct Compensation - Wages and salaries are the compensation people receive on a regular basis (monthly, biweekly or weekly). Workers are paid on the basis of time (by the hour, day, week or month) or on the basis of output (an incentive plan).
Indirect Compensation - Fringe benefits are an important part of the overall compensation in most small businesses. Employee benefits now account for about 40 percent of payroll costs. The profitability of the small firm is one of the primary factors of benefits offered by the firm.
Assignment. Answer the questions:
1. What information is necessary to determine whether the applicant is suited to the position he/she wants?
2. What an interview with the applicant should be?
3. What techniques of conducting an interview help to select the right applicant for the job?
4. What topics should an employee handbook cover?
5. What are the two forms of compensation for work? Describe them.
Assignment. Write a short essay on:
1. The tasks of personnel management.
2. The responsibilities of a personnel manager.
3. The process of selecting applicants for a position.
4. The instruments in recruiting and hiring process.