recruitment and selection

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In this section of the coursework, I will be evaluating the successfulness of the interview and documentation processes within my group by discussing the effectiveness of the group members and our professionalism whilst conducting the interview. This is related to their communicational standards as well as their social interactions towards the interviewees, I will also be evaluating how the group on general, including myself, acted when put under the pressure of questioning and responding to the different answers provided by applicants. The documentations will also be included in the evaluation as their effectiveness has to be assessed and also how relevant they were based on real documents.

Interview Evaluation

I had produced the questions based on the research conducted on Customer Service Advisors and to make them as relevant as possible, however, the research was rather basic and most of the questions were to find out information of what the interviewee was like, and where they had previously worked. I could have given specific areas to research to each group member rather than try and do it all on myself and split up the questions later on, this could have given a more successful basis to the questions and provided more detailed responses. I did however produce a table to which gave the questions, expected candidate responses, actual responses and a response assessment which provided a more suitable and professional appearance whilst allowing an effective analysis process.

The Questions were provided to give some sort of relevance to the interviewers rather than having to think on the spot, it gave a suitable base in which the questions could have been chosen according to the different responses and body language from the applicants. Some of the first welcoming questions were given in three stages to make provide a variance, such as, "Would you like a drink," "Have you been waiting long," and so forth, this allowed the group to ask different questions based on the people being questioned. We had also made almost 20 questions, but were not at any point looking to ask all 20, we were just trying to give again a good variance and it tended to work rather well up to a point. We began by giving different sections of the questions to everyone in the group and to ask them accordingly, but when we got involved in the first interviewee some of the group members had trouble keeping a professional view over the process and began to laugh, this did provide a slight upset to the flow of the interview but I feel we structured well after that.

The Expected Response was there to give us some sort of understanding on how to develop or control a situation based with both positive and negative aspects of the responses, this was rather useless for some parts as the answers received were mainly different to our predicted ones, this didn't however produce any issues for us within the interview, yet I feel we could have still done without it, or could have provided a more detailed expected responses for it to give us the most benefit.

The third was the Actual Responses of the interviewees; these were very effective as it gave a useful overview and also gave a chance to analyze the different answers, making the most specific, or generally the best ones, to stand out over other candidates. We would write down basic details keeping in mind some key words which would possibly acknowledge their superior or perhaps inferior understandings of the job role and other relative aspects.

Finally we decided to add in a section which would be based on their answer and body language at the time of the interview, this allowed us to record what we felt they deserved for each question at that specific time, and review the interview by each individual question to identify any development that has been made. We judged it on a basis of a number between 1 - 5, in this way we could successfully record what they deserved, 5 for excellent, 3 for average and 1 for very poor. Most of the applicants were generally helpful in that they conducted the interviews professionally which allowed the group to take up each section successfully and didn't cause too many issues on the whole. However, for this particular section it was difficult to analyze their responses as they perhaps deserved, we were conducting it with so much speed that it was a free flowing process question after questions, perhaps we could have added more pressure by leaving a bit of time between the questions to get a detailed note of their response. We could have added more relaxing questions as well whilst doing this to make sure the candidate was comfortable. On the other hand I feel that the way we conducted the interview process included a successful variance which allowed us to find out our best aspects for the final few interviews, we identified our seating process and greeting processes to be rather lacking in its influential role, so with some advice altered that around according to how we wished to come across, such as relaxing and calm, or pressurizing and intimidating.
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Recruitment research and documentation

In relation to our human resource documents, we were largely concentrating on getting it completed to a high standard which could be related back to a professional one should they be analyzed, we did research on the internet on companies application forms, rejection letters and other such paper work, it gave us a idea on what standard we should be looking to reach. Advertisement was easy to get a hold of but other sections such as interview processes and internal documents would have to be thought of due to the lack of opportunity ...

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