FUNCTIONAL ENGLISH FOR BSHM STUDENTS.pptx

INFORMATION GATHERING INTERVIEWS WITH EXPERTS IN ONE’S DISCIPLINE

1. INFORMATION GATHERING INTERVIEWS WITH EXPERTS IN ONE’S DISCIPLINE GROUP 2- BSHM-3A

2. WHAT IS INTERVIEW? is a formal meeting between two people (Interviewer and interviewee). The interview is conducted to ask questions and obtain information from the interviewee. An Interviewer is the one who asks questions and an interviewee is who answers the questions.

3. TYPES OF INTERVIEW. 1. Selection Interview- helps organization and prospective employees explore the fit between applicant and employer. 2 . Performance Appraisal Interview- performance of employees and help set targets for the future. 3 . Disciplinary Interview- deals with misconduct or poor performance.

4. TYPES OF INTERVIEW. 4. Survey Interview- gather information from a number of people (draw conclusions, make interpretations, determine future actions ). 5. Diagnostic Interview- health care professionals, attorneys, counselors etc. To gather information - help respond to the need of their client. 6 . Research Interview- information based in future decisions.

5. TYPES OF INTERVIEW. 7. Investigate Interview- gather information to determine the causes of event problem. 8 . Exit Interview- why the person is leaving an organization.

6. GOAL OF THE INTERVIEW The interview is a conversation in which you and an employer exchange information. Your objective is to get an offer of a job, and the employer's objective is to find out the following: What you have to offer (your skills, abilities, basic knowledge).

7. GOAL OF THE INTERVIEW The goal of the first interview- In an initial interview the interviewer has just one intention: to decide whether or not to invest more time and move forward into the next step in the process. They will examine your work history, educational background, strengths and accomplishments to determine the value you will bring to the organization.

8. GOAL OF THE INTERVIEW Final interviews help identify long-term partners: people who understand and share your company values. It is typically held in the office you'll actually be working in should you be offered the position. It's a way to give you a sense of what you're signing up for, so it's a good idea to show interest in this whole process . Candidates who have reached this part of hiring process are already qualified for the job.

9. INTERVIEWING GUIDELINES Step 1: Profile the position functions - The key to effective interviewing and hiring is the establishment of functions. By deciding upon the essential functions of the position, you will be able to determine the job's specific requirements.

10. INTERVIEWING GUIDELINES Step 2: Establish specific requirements - Determine the specific skills, knowledge, ability, experience, etc. needed by the applicant to fulfill each function. Step 3: Establish your priorities The last step is the establishment of priorities in your requirements. You want to ensure that in an interview you will gain information about the essential requirements. Categorize your requirements according to critical ("must haves"/non-negotiable) and desirable ("want to haves"/can be acquired on the job).

11. INTERVIEWING GUIDELINES Step 4: Contact your HR Employment Services Consultant/Recruiter. - Set aside time at this point to develop an understanding of the position, settle any questions regarding special requirements, and define selection criteria. Ask any questions you may have about the position regarding your selection criteria, special requirements, applicants referred, interview questions, and/or the interview process. Step 5: Choose a diverse selection committee - The selection committee will help you pick the candidate best suited for the position and for the unit overall. Select committee members and a chairperson based on the following criteria, keeping diversity within the panel in mind: Vested interest in the responsibilities of the position Knowledge of the goals of the unit or office Working relationships Supervisory responsibilities -Campus interaction

12. INTERVIEWING GUIDELINES Step 6: Have a plan Review the position description to identify skills, knowledge and abilities essential for successfully performing the job. Develop a set of carefully thought-out interview questions based on the predetermined selection criteria and functional areas listed on the position description.  Step 7: Screen carefully Note:  The Employment Services unit will review and screen applications against the criteria stated in the position description before referring to the department. After the final filing date, referrals will be forwarded to the department contact identified on the requisition.

13. INTERVIEWING GUIDELINES Step 8: Contact the applicants The committee chairperson will contact the applicants for an interview and advise them of the time, date, location, expected length of the interview, parking availability, and interview procedures.  Step 9: Interviewing The following guidelines are provided as an aid in complying with university policy and procedures and with federal and state laws. Step 10: Check references Verify employment Verify what you have learned during the interview Obtain employment recommendations

14. INTERVIEWING GUIDELINES Step 11: Make your selection All information obtained in the interviews should be kept confidential. Evaluate the candidate solely on what you learned in the interview, the candidate's responses to interview questions and information gathered during the reference check.  Step 12: Decide on a salary New hires:  In general, a department can make an offer up to the mid-point of the salary range for new hires (new to UC). Any salary above these levels will be by exception only and requires the approval of Employment Services/HR before a hiring commitment can be made.

15. INTERVIEWING GUIDELINES Step 13: Complete the recruitment process Good personnel practices are: Follow any internal protocol established for your unit/college/service area. Touch base with your Employment Consultant/Recruiter to advise of your selection and to discuss salary offers. Call the successful candidate to offer the position. Follow up with a confirmation of the offer, acceptance, salary, title and starting date, etc. A candidate has the right to know the reason(s) for not being selected ;  however, reason should be suggested by selection criteria based on the position description. Provide justification for hire/non hires to withstand internal or external audit.

16. DOCUMENTING THE INTERVIEW Documentation is essential to this process--taking notes during personal interviews is practically a requirement to help make a wise hiring decision. In addition, if you want to pass along a candidate's qualifications to another hiring manager, it helps to share your interview notes. Documenting an employment interview is a form of protection for hiring agents and their businesses. It's all about interview documentation; that is, taking adequate notes during the interview process to show that you fairly considered each employee based on his or her education and skills ... and nothing else.

17. VALIDATING THE INFORMATION GATHERED Data validation is a method for checking the accuracy and quality of your data, typically performed prior to importing and processing. It can also be considered a form of data cleansing. Data validation ensures that your data is complete (no blank or null values), unique (contains distinct values that are not duplicated), and the range of values is consistent with what you expect. Often, data validation is used as a part of processes such as ETL (Extract, Transform, and Load) where you move data from a source database to a target data warehouse so that you can join it with other data for analysis. Data validation helps ensure that when you perform analysis, your results are accurate.

18. VALIDATING THE INFORMATION GATHERED Steps to data validation Step 1: Determine data sample   Determine the data to sample. If you have a large volume of data, you will probably want to validate a sample of your data rather than the entire set. You’ll need to decide what volume of data to sample, and what error rate is acceptable to ensure the success of your project.

19. VALIDATING THE INFORMATION GATHERED Step 2: Validate the database Before you move your data, you need to ensure that all the required data is present in your existing database. Determine the number of records and unique IDs, and compare the source and target data fields. Step 3: Validate the data format   Determine the overall health of the data and the changes that will be required of the source data to match the schema in the target. Then search for incongruent or incomplete counts, duplicate data, incorrect formats, and null field values.

20. MEMBERS: LIANIE ANOG MAICA ROSALES MARY JANE REDOBLE NINA CONAG MARYJOY LUTRAGO IRISH PEPITO ANNA MARIE PEPITO