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The Hiring Process


GROUP #4 Areij Alnajjar Ashish Mhatre Saif Rahimuddin Nihar Unadkat Jasper Vale MSE 608B Fall 2008 The Hiring Process ... – PowerPoint PPT presentation

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Title: The Hiring Process

The Hiring Process
  • GROUP 4
  • Areij Alnajjar
  • Ashish Mhatre
  • Saif Rahimuddin
  • Nihar Unadkat
  • Jasper Vale
  • MSE 608B Fall 2008

What is Hiring ?
  • Hiring is one of the toughest elements of small
    business management. Determining what talent a
    business needs to succeed, then finding the time
    and know how to recruit the right people for the
  • Recruitment refers to the process of sourcing,
    screening, and selecting people for a job or
    vacancy within an organization

Managing The Hiring Process
  • Where to Begin ?
  • How to begin?
  • Creating the job description
  • creating the hiring profile
  • Define exact balance of skills and
  • Experience
  • Define personality skills
  • Define management attributes

Managing the hiring process continue.
  • Personal requirements
  • Finding Candidates
  • Interviewing resumes
  • Interviewing the interviews
  • References
  • Making the offer
  • Setting objective for the new hire
  • Reviewing the new hire

Overview of the hiring process
  • Review the submitted resumes and grade based on
    experience, education, skills and background to
    pick the top candidates
  • Thoroughly review the top candidates to score
    based on skills and knowledge
  • Establish job specific criteria with scores for
    each item for education, licenses or skills
  • Phone call the top prospects for additional
    information prior to setting interview times.
  • Schedule interviews

The Interview
  • At the interview employer verify qualifications
    as put forth on the application and resume.
  • Employers look for employees who are confident
    that they are Best Qualified.
  • Best Qualified SKAPs Skills, Knowledge,
    Abilities and Personal qualities of the
  • Hiring is a major expense both in time and money,
    hence employers desire to employ top candidates.
  • Once a candidate is selected then verification
    starts and references are contacted.
  • Internal Approvals are obtained prior to job
  • Selected candidate is contacted and offered the
    job with a salary and benefits package.

City of Los Angeles Hiring Process
  • City of Los Angeles Overview
  • City of Los Angeles is the 2nd largest city in
    the country with
  • an annual budget of over 7 billion
  • City has over 40 Departments (LAPD, Fire,
  • etc)
  • City has approximately 40,000 employees
  • Three categories of City employees
  • 1. Elected officials (mayor, council members,
  • 2. Appointed officials (general managers,
    police chief)
  • 3. Civil service employees

City of Los Angeles Hiring Process
  • Civil Service
  • Definition
  • A system of appointing government employees on
    the basis
  • of a competitive exam, rather than by political
  • Benefits
  • Intended to protect the public by having fair
    and impartial
  • employees working for the government
  • Disadvantages
  • Difficult to terminate unproductive employees

City of Los Angeles Hiring Process
  • Some Engineering and Technical Positions
  • Civil Engineering Associate
  • Electrical Engineering Associate
  • Transportation Engineering Associate
  • Mechanical Engineering Associate
  • Programmer Analyst
  • Systems Analyst

City of Los Angeles Hiring Process
  • Step 1. Recruiting
  • Once a year, City officials will typically visit
    college campuses
  • in the Los Angeles area (e.g. CSUN, UCLA, USC,
  • Graduating Seniors and Graduate Students who
    meets the
  • Citys requirements (e.g. B.S. engineering
    degree and/or
  • EIT, US citizenship) can sign up for
    interviews at the Career
  • Center

City of Los Angeles Hiring Process
  • Step 2. On-Campus Interview / Examination
  • Students will be interviewed by a panel of 2 or
    3 City
  • engineers
  • The same set of questions will be presented to
    all students
  • Each interviewee will then receive a score
    between 0 -100
  • A score of 70 is considered passing
  • City creates a list of eligible candidates for
    future openings

City of Los Angeles Hiring Process
  • Step 3. Certification Interview (2nd Interview)
  • When the City has a vacancy, it will then
    contact eligible
  • candidates starting from the top of the list
  • Candidates will be required to write a 1 page
    essay before the
  • interview and then will be questioned and
    scored in various
  • categories, such as
  • 1. Education / Experience
  • 2. Technical knowledge
  • 3. Judgment
  • 4. Interpersonal skills
  • The Candidate with the top score is selected

City of Los Angeles Hiring Process
  • Sample Questions from Transportation
  • Engineering Associate Interview
  • 1. What experience do you have working in a team
  • environment ? Provide an example and state
    what your
  • specific role was.
  • 2. How would you deal with an irate citizen
    calling to
  • complain about traffic?
  • 3. A developer is proposing to construct a
    shopping center at a
  • major intersection. What traffic mitigation
  • would you propose?

Interviews and the Hiring Process (Example
Private Sector)
  • Successful hiring can be expensive and time
  • Unsuccessful hiring can be disastrous to a
    company's health.
  • What makes hiring even more challenging than
    business planning, or many other business
  • Recruiters can be expensive, and may not always
    have the interests of your business at
  • heart.
  • The key to helping yourself through the process
    of finding the right person is to develop a
  • crystal clear idea of what you're looking for.
  • This description must include both the duties
    the job entails and the type of person who is
  • best suited to those tasks.
  • Asking the right question that are beneficiary
    for your company during the interview process.

How Employers Hire (Example Private Sector)
  • Understanding how employers hire will help in
    planning a successful job search
  • Many job seekers express frustration with the
    hiring process. When the job market is tight and
    the economy is not the greatest, the
    competition gets tough.
  • These are the steps that employers often take to
    hire their new employees. 
  • Recruitment
  • Recruitment is the process of getting applicants
    to fill a possible job opening for employers.
  • Employers need an applicant pool from which
    they fill job openings.
  • Example of pool applications
  • Advertisements Internal
  • Referrals Temp
  • Job Fairs
  • Screening
  • This is not a simple task. For any one job,
    employers may have hundreds of applicants. The
    goal of
  • screening is to narrow the pool of qualified
    applicants to those to be interviewed.
  • Some employers may call the applicant to conduct
    a telephone screening interview, or they may
  • schedule an in person screening interview.

How Employers Hire (Example Private Sector)
  • Selection
  • Employers most often make the final selection
    based on the interview. At the interview, the
  • is seeking to verify qualifications and to
    evaluate how the person will "fit" into the
  • Employers are interested in the person or they
    would not be investing their time in an
    interview. The
  • question is, "Are you the best qualified person
    for the job and Why you?"
  • "Best qualified" does not just mean skills,
    experience, and education. Employers are also
    looking for
  • motivation, a passion for excellence, and a
    dedication to continuous learning and grow own
  • own.
  • Hiring is a major Purchase" that costs
    thousands of dollars per year. Employers want to
    make sure
  • that they get the best value for their money.
    After all as the saying goes, most job seekers
  • come with a money-back guarantee.

Interview Tips (Example Private Sector)
  • Employers conduct interviews to
  • Learn more about your qualifications for the
  • Determine how well you will fit with in the
  • Interviews are your chance to sell your skills
    and experience. They also give you a chance to
    find out if the
  • job and company are right for you.
  • Tips for the interview the Dos and Donts
  • The Do's
  • Display confidence through your posture, dress,
    walk, energy, and eye contact.
  • Shake hands firmly but only if a hand is offered
    to you first.
  • Let the interviewer start the dialogue and
    listen carefully.
  • Welcome all questions, even the difficult ones,
    with a smile.
  • Develop answers in your head before you respond
    and give honest, direct answers.

Interview Tips (Example Private Sector)
  • The Do's
  • Willing to work give examples of your
    productivity on past jobs.
  • Committed to learning demonstrate this through
    examples of learning experiences and also
  • express your
    plan for future development also communicates
  • commitment to
  • Flexible talk about how well you work with
    others and how you can adjust and fit into a new
  • environment without complaints or
    special requests.
  • Willing to contribute emphasize what you can do
    for the company.
  • Restate any strengths and experiences that you
    might not have emphasized earlier.
  • Mention a particular accomplishment or activity
    that fits the job.
  • Finally, be courteous and end the interview on

Interview Tips (Example Private Sector)
  • The "Don'ts" - Why people dont get hired
  • Poor personal appearance
  • Application form or resume is incomplete or
  • Nervousness or lack of confidence
  • Failure to ask questions about the job
  • Responding vaguely to questions
  • No eye contact with the interviewer
  • No genuine interest in the company or job
  • Lack of planning for career no purpose and no
  • Over emphasis on money and unwillingness to
    start at the bottom

The Software Industry
  • The software industry is involved in the
    development, maintenance and publication of
    computer software
  • Its a multi-billion industry
  • Highly technical and competitive

Hiring Process
  • Companies looks for specific technical skill sets
  • Most companies develop their own process
  • Process involves
  • Phone Interview
  • Personal Interview
  • Technical Evaluation

What do companies look for?
  • Highly technical individuals
  • Most companies look for at least a degree in
    Computer Science or Engineering
  • Skill sets that are specific to the companys

Industry Environment
  • Companies develop their own uniqueness
  • More laid-back environment
  • Casual business professionals
  • Willing to train on both business and technology

The Phone Interview
  • Usually involves with the hiring manager or
  • Can be highly technical
  • Pre-screen candidates
  • Invite to a Personal Interview

The Personal Interview
  • Involves meeting with various department teams,
    managers and directors
  • Personality and attitude evaluation
  • Human Resource evaluation

Technical Evaluation
  • Highly technical
  • A group interview with technical personnel
  • Can involve a written test
  • Skill set evaluation

Sources And References
  • http//
  • http//
  • City of Los Angeles, Personnel Department
  • Civil Service
  • http//