Unit 4 Flashcards
(62 cards)
1
Q
Common methods used to get information about an applicant
A
- Resumes
- Cover Letters
- Official Documents and Cover Letters
- Work Experience
- Reference Check
2
Q
Resumes
A
- Main source of relevant information
2. Goal-directed summary of person’s experience and education
3
Q
Cover Letters
A
- First impression of the candidate
2. Summary of the applicant skills and experience WITH THE CRITERIA in job posting
4
Q
Official Documents and Qualifications
A
- Includes IC and Passport
- Academic certificates
- Rights to work documents such as Visa/Work Permit
5
Q
Work Experience
A
- Extract from resume and cover letter
- Testimonial from previous employer
- Certificate of participation on projects/awards
6
Q
Reference Check
A
- To clarify significant issues
- Gain more information on the applicant
- Uncover additional areas of inquiry
7
Q
Tracking applicants and shortlisting
A
- Identify suitable candidates
- Forward to relevant departments for consideration
- Relevant Department head to shortlist candidates for interviews
8
Q
How to identify for suitable candidates?
A
- Match of Job requirements and Experiences
- Authenticity of Qualifications and Experiences
- Red Alerts
9
Q
Match of Job Requirements and Experiences
A
The higher the degree of match, the better the chances to get screening interview
10
Q
Authenticity of Qualifications and Experiences
A
HR responsibility to check for the value of the certificates
11
Q
Red Alerts
A
The missing or lack of information should be cause for alert as it a sign of discrepancies in work or education progress
12
Q
Factors to consider when CHECKING Forms, Applicants, Documents and Credentials
A
- Match of Job Requirements and Experiences
- Authenticity of Qualifications and Experiences
- Causes for Alerts
13
Q
Purpose To Verify Applicant’s Documents and Comparing Against Job Description
A
- Misleading Information
- Falsification of Documents Provided
- Comparison of Application Against Job Description
14
Q
Misleading Information
A
- Minor exaggeration to falsification
2. The common misrepresentation are criminal history, work experience, education level and past salary
15
Q
Falsification of Documents Provided
A
- To verify the authenticity of the supporting documents with past employers or document’s issuing authority
16
Q
Comparison of Application Against Job Descriptions
A
The higher the degree of match with the job description the higher the chance to get an interview
17
Q
Ways to Conduct Initial Screening of Candidates (10)
A
- Skills Testing
- Resume Screening
- Cover Letters
- Applicant Tracking System
- Reference Checking
- Checking Online
- Paid Trial Projects
- Phone Interviews
- Video Interviews
- One way Video Interviews
18
Q
Skills Testing
A
Conduct pre-employment tests to see if candidate is a good fit by testing real-world skills and job
19
Q
Resume Screening
A
Going through resume to consider if applicant is the right fit
20
Q
Cover Letters
A
To present themselves but can be rather limiting
21
Q
Applicant Tracking System
A
A software solution that run through resumes and find the best candidate
22
Q
Reference Checking
A
To check how well applicant did with previous employer
23
Q
Checking Online
A
To find out if candidate has a website, portfolio or social media profile to give a thing or two about who he/she really is
24
Q
How can area of enquiry benefit the company?
A
- Learn what candidates find the most interesting about the company/role
- Identify well prepared candidates
- Seize the chance to sell your company
25
Importance of FAQs
1. Job seekers do not need to fish around to find the answers they need to move forward
2. Shorten the time to hire as talent do need to wait for recruiter to get back to them to their pressing questions
3. Decrease the abandonment rate as if they know what is expected, they will have better understanding of whats required
4. A key supporting part of a recruitment marketing content strategy
26
Channels/Methods for HANDLING INQUIRY
1. Phone
2. Email
3. Chatbots
4. Social Media Platforms
27
Phone
Reach HR by the common phone number provided
28
Email
Company has designated email address to receive resume or handling inquiries
29
Chatbots
Inquiries raised and answered built in AI query system
30
Social Media Platforms
Strong presence on social media platforms can expect enquiries through these platforms
31
Purpose of Job Interviews for Company
1. Clarify Resume Issues
2. Communication Skills
3. Personality
4. Introduce to team
32
Purpose of Job Interviews for Applicant's Perspective
1. To find out the nature of the job
| 2. Feel of physical and social environment of the organisation
33
Factors to consider when SCHEDULING inteviews
1. Time
2. Booking of Facilities, Equipment and Panel of Interviews
3. Prepare Required Documents and Forms in Advance
34
Time (3)
1. Do not be ambitious and scheduled too many interviews in a day
2. Dedicate specific time for interview without interruption by emails, telephone calls or colleagues
3. Take into consideration internal discussion, staff lunch breaks and transition time
35
Booking of Facilities, Equipment and Panel of Interviews (4)
1. Select suitable location located centrally or within headquarter
2. Resources such as laptop/stationeries may required
3. Tables and chair must be arranged in a conducive manner for interaction
4. Ensure to send an email invite for interview date and time
36
Prepare Required Documents and Forms in Advance (2)
1. Have a hardcopy of candidate resume and job description
| 2. As well as application form and healthcare declaration
37
Situations by employers
1. Handling Delays
2. Handling Cancellations
3. Handling Candidates with Diverse Backgrounds
4. Handling Candidates with Special needs
38
Situations by candidates
1. Handling Delays
2. Handling Cancellations
3. Handling No-Shows
39
Handling Delays by employers (3)
1. See if any staff can act as replacement
2. Coordinate new interview
3. Send Confirmation to both interviewer and candidate via Email/SMS on the new date and time
40
Handling Cancellations by employers (3)
1. Check if interviewer can provide an alternate dates and times
2. Call candidate to inform about changes
3. Send Confirmation of to both about the new date and time
41
Handling Candidates with Diverse Backgrounds (3)
1. Inform and explain politely
2. Check if candidate still comfortable in the minimum job requirement
3. Inform or reject candidates accordingly
42
Handling Candidates with Special Needs (6)
1. Alert interviewer discreetly
2. Treat candidates fairly and equally but try to make slight amendments to accommodate smooth transitions
3. Do not belittle
4. Do not make snide remarks
5. Watch the body language
6. Be polite and considerate
43
Handling Delays by Candidates
1. Check to see if interviewer's time can be amended if not provide an alternate date and time
2. Call candidate to inform of changes
3. Send Confirmation to both parties on the new time and date
4. Call other candidate to see if they can take up empty slot
5. Inform interviewer if there is an empty slot so he/she can attend other matters instead
44
Handling Cancellations by Candidates
1. Check for reason why he/she is not turning up
| 2. Check if other candidate can take up the empty time slot
45
Handling No-Shows
1. Check for reason why he/she did not turn up
2. Customise solution accordingly
3. Update the interviewer
46
Types of Interviews (7)
1. Face-To-Face Interview
2. Telephone/Online Interview
3. Scenario-Based Interview
4. Small Group or Committee Interview
5. The Second or On-Site Interview
6. Behavioural-Based Interview
7. Task Oriented or Testing Interview
47
Face to Face Interview
1. Most common type of interview
| 2. To observe body language, etiquettes and personal traits
48
Telephone Interview
1. Most cost effective
2. Difficult to see body language and usually hired rely on candidate positive and sharp answers delivered with enthusiasm
49
Scenario-Based Interview
1. Candidates are asked to describe how they might respond to HYPOTHETICAL situation
2. Interviews look for candidates thought processes
3. Assess based on skills, knowledge and ability
50
Second/On-Site Interview
1. Candidates have been successful on the first occasion and the company would like to know more
2. Last longer and include a site tour
51
Behavioural-Based Interview
1. To predict future performance
| 2. Probes much deeper than usual interview
52
Task Oriented or Testing Interviews
1. Demonstrate candidates creative and analytical abilities through varied tasks
53
Importance of Reference Checks (PAST EMPLOYERS)
1. Judgement On Skills
2. Fact Check On Sharing during interviews
3. Applicant's behaviour in the office
54
Types and Purposes of Assessments (5)
1. Cognitive ability tests
2. Personality tests
3. Job Knowledge tests
4. Physical ability tests
5. Work sample test
55
Cognitive ability tests
Measure mental abilities such as verbal/mathematical ability
56
Personality Tests
Assess traits relevant to job performance
57
Job Knowledge Tests
Measure critical and technical knowledge to perform a job effectively
58
Physical Ability tests
1. For physical demanding jobs
| 2. Require to perform actual job tasks to determine whether they can perform physical requirements of a job
59
Work Sample Tests
Mirror the tasks that are required to perform on the job
60
Types of ethical issues and questions
1. TAFEP Recommendations
| 2. Industry Practices
61
Five principles of Fair Employment Practices (TAFEP)
1. Recruit and Select employees based on merit regardless of age, gender, marital status etc
2. Abide by labour laws and adopt Tripartite guidelines on fair employment practices
3. Reward employees fairly based on Performance, Ability, Contribution, Experience
4. Treat employees fairly and respect
5. Provide employees with equal opportunity to be considered for training and development based on strengths and needs
62
Industry Practices
1. MOM work together with Tripartite Alliance for Dispute Management to ensure fair practices, provide advisory and mediation to resolve salary related claims
2. Repeated violators are subject to sign up for tripartite standards and post an apology and work pass privileges suspension for 6-12 months
