Professional Documents
Culture Documents
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Lesson: 16
Contents:
o Applicant interview guide
o Information technology and HR
o Lighter side to HRM
To the interviewer: This Applicant Interview Guide is, intended to assist in employee
selection and placement. If it is used for all applicants for a position, it will help you to
compare them, and it will provide more objective information than you will obtain from
unstructured interviews.
Because this is a general guide, all of the items may not apply in every instance. Skip
those that are not applicable and add questions appropriate to the specific position. Space
for additional questions will be found at the end of the form.
Federal law prohibits discrimination in employment on the basis of sex, race, color,
national origin, religion, disability, and, in most instances, age. The laws of most states
also ban some or all of the above types of discrimination in employment as well as
discrimination based on marital status or ancestry. Interviewers should take care to avoid
any questions that suggest that an employment decision will be made on the basis of any
such factors.
Job Interest
Name ___________________________________________________________
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Are you now employed? ______ Yes -_________No. If not, how long have you been
Unemployed? _________________________________________________________
Why are you unemployed? _____________________________________________
If you are working, why are you applying for this position?
____________________________________________________________
Work Experience
(Start with the applicant's current or last position and work back. All periods of time
should be accounted for. Go back at least 12 years, depending upon the applicant's age.
Military service should be treated as a job.)
Current or last
Employer _____________________________________________________________
Address_______________________________________________________________
Have you held the same job throughout your employment with that company? Yes ____
No____ If not, describe the various jobs you have had with that employer, how long you
held each of them, and the main duties of each.
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________________________________________________
Duties__________________________________________________________________
Did you, hold the same job throughout your employment with that company? ______Yes
– No ____If not, describe the jobs you held, when you held them and the duties of
each ___________________________________________________________________
_______________________________________________________________________
________________________________________________________________________
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Interviewer comments or
Observations_____________________________________________________________
What other jobs or experience have you had? Describe them briefly and explain the
Have you been unemployed at any time in the last five years_______ Yes _____ No.
What other experience- or training do you have that would help qualify you for the job
you applied for? Explain how and where you obtained this experience or____________
Training. _______________________________________________________________
Educational Background
What education or training do you have that would help you in the job for which you
have applied?_________________________________________________________
Describe any formal education you have had (Interviewer may substitute technical
training, if relevant.)____________________________________________________
Off-Job Activities
What do you do in your Off-hours? - Part-time job - Athletics - Spectator sports - Clubs –
Interviewer: Add any questions to the particular job for which you are interviewing,
leaving space for brief answers (Be careful to avoid questions which may be viewed as
discriminatory)___________________________________________________________
________________________________________________________________________
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________________________________________________________________________
Personal
Article
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person to cover on a particular day can be eliminated, while the likelihood of a school
obtaining the preferred substitute is increased (provided he or she is available, of course).
Such software can assume a personal touch, if so desired. An example would be
permitting a teacher calling in sick to leave a recorded message for his or her substitute
regarding scheduled activities, topics to be covered, etc. The system can also be
programmed so that when the principal calls in sick no replacement is contacted, whereas
when the head caretaker phones in, the system calls the secondary caretaker to advise that
he or she will be assuming the leadership role that day. Another setting in which an IVR
system can be invaluable is one that is volume-driven, such as a hospital. To schedule
staff, hospital unit heads normally discuss any scheduling discrepancies and assign
workers according to their expertise and the unit’s needs, something that can take hours
of valuable (and expensive) time. Because no one group of people can possibly be aware
of all of the hospital’s scheduling needs, one department may end up sending people
home on paid leave while another pays people overtime to fill in. A scheduling system
knows who is currently working, each person’s areas of expertise, and who is needed
where. Because an automated system involves dialing in using a specific telephone and
PIN number,
paperwork is eliminated, as is the need for expensive and bulky equipment such as time
clocks. Another key advantage of both IVR systems and biometric collection devices is
that employee misuse is eliminated, as happens when one employee “punches in” for a
tardy or absent colleague.
rabbit saw the crow, and asked him, "Can I also sit like you
and do nothing all day long? " The crow answered: "Sure, why
not. " So, the rabbit sat on the ground below the crow, and
Lesson:
To be sitting and doing nothing, you must be sitting very,