Hiring

1
Hiring

• Group Members
• Amy Luedke
• Kim Clements
• Mark Pinski

2
Objectives of Presentation

• After the completion of this presentation, the
  reader will be able to
• Understand position analysis and job description
• Steps involved in the interviewing process
• Learn seven steps to a quality vacancy search

3
Position Analysis

• The Purpose of a job analysis answers three main
  questions
• What is the current content of this job?
• Is the content of this job what it should be to
  achieve organizational goals effectively?
• If the current content is inappropriate, how
  should this job be designed?

4
Job Description

• The Eight Components of Job Description
• Position overview
• List of functions
• Reporting structure
• Required Qualifications
• Possible sources of job satisfaction/dissatisfacti
  on
• Training necessary
• Appraisal
• Job Opportunities

5
Seven Steps to Quality Vacancy Search

• Understand the job
• Establish the criteria used to predict candidates
  future job success
• Recruit
• Obtain information about the person seeking the
  position
• Screen out candidates who do not meet
  qualifications
• Evaluate candidate information
• Choose the best candidate

6
Three Goals in Conducting Interviews

• Develop an effective job description and
  communicate this to the person being interviewed
• Collect enough information on the applicant to
  make an informed decision
• Produce a positive and accurate picture of the
  company

7
Five Categories of Interview Questions

• Career goals/occupational objectives
• Education
• Work Experience
• General skills and aptitudes related to job
  criteria
• Attitudes and personality characteristics

8
References

• Culkin, David and Sondra Kirsch. (1986).
  Managing Human Resources in Recreation Parks and
  Leisure Services. New York Macmillan
  Publishing Company, pp. 54-57 and 111-125.
• Wendover, Robert W. (1993) Smart Hiring For
  Your Business. Naperville, Illinois
  Sourcebooks Trade Inc., pp. 92-103.