P4 Recruitment and selection
Be able to participate in a selection interview
Short – Listing – Once the applicant has reviewed the job description and person specification and has decided to send their CV and cover letter, the human resources then have it. Once human resource have all the applicants CV’s and cover letters then they can cross check them with the companies job description and person specification to see if they match up with what they either want or need. Once that process is complete then the applicants who match up will be shortlisted and possible to be invited for an interview, in short it is making a long list of applicants into a short list of applicants who are right for the job.
Checklist – A checklist helps the organisation to ensure that all of the questions have been asked and the responses have been noticed. A checklist can also be used by the applicants as well as the employer to make sure they are fully prepared for the following interview. During the interview they may use the checklist ask the questions they’ve previously made about the job, on the other hand it is important that applicants don’t use the checklist to much as it will make it seem to the employer that they need to keep referring back to their information rather than linking it in with the interview.
Scoring - The interview is designed to assess a number of different aspects of your candidature, with independent interviewers awarding scores for different areas before these are compiled subsequently.
Skills needed for the role
1) People Skills
2) Communication Skills
3) Hard Working
4) Committed
5) Team Work
6) Patients
7) Organisation Skills
8) Co-Operation Skills
Questions 6 open & 4 closed
1) Tell me 3 things, which your previous employer would say about you?
2) If you could be any animal, which would you pick and why?
3) What do you think you can bring to improve Metro?
4) Explain how you would do with an angry customer?
5) Explain a situation where you have displayed both
Short – Listing – Once the applicant has reviewed the job description and person specification and has decided to send their CV and cover letter, the human resources then have it. Once human resource have all the applicants CV’s and cover letters then they can cross check them with the companies job description and person specification to see if they match up with what they either want or need. Once that process is complete then the applicants who match up will be shortlisted and possible to be invited for an interview, in short it is making a long list of applicants into a short list of applicants who are right for the job.
Checklist – A checklist helps the organisation to ensure that all of the questions have been asked and the responses have been noticed. A checklist can also be used by the applicants as well as the employer to make sure they are fully prepared for the following interview. During the interview they may use the checklist ask the questions they’ve previously made about the job, on the other hand it is important that applicants don’t use the checklist to much as it will make it seem to the employer that they need to keep referring back to their information rather than linking it in with the interview.
Scoring - The interview is designed to assess a number of different aspects of your candidature, with independent interviewers awarding scores for different areas before these are compiled subsequently.
Skills needed for the role
1) People Skills
2) Communication Skills
3) Hard Working
4) Committed
5) Team Work
6) Patients
7) Organisation Skills
8) Co-Operation Skills
Questions 6 open & 4 closed
1) Tell me 3 things, which your previous employer would say about you?
2) If you could be any animal, which would you pick and why?
3) What do you think you can bring to improve Metro?
4) Explain how you would do with an angry customer?
5) Explain a situation where you have displayed both