Selection: Choose the right piece ‘Their application read well and they interviewed brilliantly. Why do they want to quit after six weeks? You’re the manager. Please explain …’
Purpose of this presentation This presentation will introduce you to the concepts of: selection process selection committee/panel relevant legislation interviews reference checks contract terms and conditions.
Shortlist procedure 1. Read advertisement. 2. Design table to assess qualifications and key selection criteria (KSC). 3. Read all applications and complete the table. 4. Assign yes, no, and maybe piles. 5. Revise and finalise piles.
Interview tips for interviewers Interviewing is a two-way process. Good interviews = 80% listening and 20% talking. Behavioural interview training is essential. Read all applications beforehand. All questions must link to the available position. Know the selection criteria well. Be consistent when questioning all applicants. Rephrase discriminatory comments. Always write notes about applicant.
Behavioural questions focus on facts and behaviours are not hypothetical recall examples from experience: ‘Tell me about a time when you used effective communication to persuade someone to agree with your idea or plan: – How did you communicate? – How did you obtain agreement?’
Basic panel interview procedure 1. Chairperson greets the applicant and outlines parameters. 2. Panel asks the applicant questions. 3. Applicant asks the panel questions. 4. Applicant completes any required paperwork. 5. Chairperson advises the applicant about the process and closes the interview. 6. Panel thanks the applicant for attending. 7. Panel completes a interview assessment (written, e.g. form, notes and/or discussion).
Monitoring and evaluation tools checklists recorded notes follow-up conversations with trainees by phone, skype, or face-to-face observation – direct and indirect – feedback online completed tests and forms review and appraisal.
Monitoring and evaluation tools surveys and polls official forms oral/written feedback self-reflection and reporting training records to monitor completed training.
Reference checks are extremely important performed by manager, e.g. phone call may provide a reason not to hire follow a script that includes: introduction of self, position, organisation reason for calling (observe confidentiality) questions to gain factual information about applicant’s skills, knowledge, competencies need to be recorded and filed.
Contract terms and conditions classification, salary and status salary package details commencement date relocation budget/costs if applicable clarified position including title and responsibilities clarified terms and conditions of appointment including probation period other relevant negotiated terms and conditions terms and conditions specific to an organisation.
Relevant legislation Australian Human Rights Commission Act 1986 Privacy Act 1988 Fair Work Act 2009 Age Discrimination Act 2004 Sex Discrimination Act 1984 Racial Discrimination Act 1975 Disability Discrimination Act 1992 Equal Opportunity for Women in the Workplace Act 1999.
The next step You should now: Complete group activities as specified by your facilitator. Read the relevant section of your Student Workbook. Complete self-paced activities in your Student Workbook before the next session.