Although the HR specialist is involved in the selection of specialists, he does not make the final decision. He gives the management the resumes of the candidates he likes, having previously marked the important parts so that the manager can navigate more easily.
In fact, half of the interviews conducted by the boss are formal. The boss does not particularly study the documents and does not question the applicant, because, as a rule, he trusts his HR department.
Interview with the manager
Making a decision
The final stage of recruitment benefits of reaching overseas chinese consumers in europe is the development of a positive conclusion (for suitable candidates), and this is done by the manager. If a person has the necessary qualities, he is told that he is hired, an employment contract is concluded with him, and the date when he should start work is discussed. Moreover, the competence of the HR department includes not only recruitment of personnel, but also assistance in adaptation of the newcomer.
Types of interviews in personnel selection
Be that as it may, interviews conducted by HR specialists are interviews built according to the same methods. For example, their main types are:
Standard type of interview. Each vacancy has its own list of questions, which allows the applicant to be assessed as accurately as possible. His skills, psychological qualities, and behavioral characteristics are checked. The method is good because it allows you to compare how different people answer the same questions and draw the appropriate conclusions.
An unstructured interview in a free form. A popular method, but not the best. They cannot check the level of professionalism, only some personal qualities.
Case interview. It is not used often, but it is highly effective. The method is popular in companies with a high corporate structure, works well when hiring for management positions, consulting or marketing departments. The final conclusions are made by the head of the department, not the recruiter.
Group expert interview . Its advantage is that during such an interview you can single out extraordinary individuals and simultaneously assess their level of professionalism. For applicants, this is a difficult method, because complete strangers need to demonstrate the ability to work in a team, make decisions, and complete the task you set (think of one that is suitable specifically for the vacancy in question). A good method for hiring salespeople, consultants, any lower-level employees, and for mass recruitment in general.
Interview in a sequential format . That is, the applicant moves step by step from the very first interview to the conversation with the manager. The decision to accept a person for a vacant position is made collectively.
Stress interview. The method is complicated, but effective. Stressful situations are deliberately created for the candidate. This method is good for recruiting personal assistants, call center operators, customer service managers, complaints managers, etc. The task is to resolve a conflict within a set time. Here, a person’s resistance to stress, ability to talk, control oneself, and find compromises are immediately visible.
Types of interviews in personnel selection