HRP & Staffing Solutions- Steps of Panel Interview Process

HRM PPT
Personal Interviews (kinds of personal interviews?)
Structured or non structured; Formal of Informal; In-depth interview; Stress interview; Group interviews; panel interviews

Interviews through selection boards/panels

Assessment Center Techniques

Written tests

Aptitude tests (psychometric tests, personality tests, IQ, EQ, SQ, CQ tests, etc.)
Steps of Panel Interview Process�- A self-administered group
Step 1: Each group will separately do this activity
Step 2: One person in each group may volunteer to be interviewee, and remaining will be the panel of interviewees
Step 3: The team must decide for which job type (position) for which job interview will be conducted, and prepare JD accordingly
Step 4: Panel members need to be prepared in following manner
Identify approx. 5 competencies that the panel thinks as important ones (should include both technical and behavioural). Take at least 2 behavioural competencies.
Discuss about each competency one by one and explore what kind of questions needs to be asked to assess the level of that competency in the candidate.
Once fully prepared and have general consensus, panel can call the candidates
Approx. 20 minutes interview should be conducted during which panel needs to ask all relevant questions to check each of the competency in the candidate. (All the preparation is done so that each question asked are relevant and addressing one of the competencies)
Once the interview is done each member separately give their score on each competency on a 5-point scale. After which they will compare and calculate to total points for the candidate.

Other instructions, if any, has been explained during the class

1. Human Resource Planning and Staffing . IPMX 16 Session 2&3 Prof. Ajay Singh 2023

2. Job Analysis

3. Job Analysis Job Description Job Specification Definition Definition Factual Statement of tasks, duties and responsibilities of job . Statement of human attributes and abilities required to perform the job.

4. What is Job Description (JD)? A job description summarizes the essential responsibilities, activities, qualifications and skills for a job type/ position/ role. A job description should include important company details — company mission, culture and any benefits it provides to employees. It may also specify to whom the position reports and salary range, etc. The key to writing effective job descriptions is to find the perfect balance between providing enough detail so candidates understand the role and your company while keeping your description concise .

5. Items usually covered in a Job Description (JD) Basic details : (Company name and location, the job title and/or grade, job location ) Job summary : J ob type and all other details regarding the job. Roles and Responsibilities : Main task and key responsibilities; primary and secondary duties; frequency or hours spent on main and secondary tasks (optional) Job Position : Position of job in organizational structure (reporting to, reporting by ) Career advancement opportunities : (optional) Conditions of Employment : Salaries , benefits, welfare and other facilities (optional) Job circumstances/ Working environment : Difficulty of job, such as hazardous job, shift duties, transferable, requires frequent travelling, etc. (optional)

6. Job Specification JS is the list of requirements and qualifications required for that job General Competency Requirements: Requisite knowledge, skills, attitudes and personal attributes. Background Requirements/ Qualifications: -Educational Background -Previous experience (if any) -Age range (if significant) -Health (general and specific requirements) -Special Conditions (e.g. willing to travel, good communication skills, etc.)

7. Job analysis is also done by experts through ... Direct Observation Interviews (of Job-holders, immediate managers and others who can provide relevant information ). Diaries/ Documents Questionnaires Critical Incident Review

8. C oncept of Role Description

9. EXERCISE

10. Exercise - Job Analysis Step I: Designing Job Description Identify a job type in any organization (you may take your job) Write down the Job Description of that job following the details discussed earlier. Continue...

11. Step II: Preparing job specifications Job specification includes: (the qualifications, skills, attitude or other details required for the job description prepared by your group)

12. Step III: Designing Advertisement Can You design a suitable advertisement for putting in newspaper or website, on the basis the information in the job description and the job specification?

13. Job Specification vs. Competency Mapping DISCUSSION

14. Talent Acquisition ( Recruitment & Selection ) .

15. What is the difference between “Recruitment” and “Selection” processes? .

16. Possible vacancy identified Analysis carried out to see if the job has changed or it is still needed Job description drawn up/ updated Job specification drawn up/ updated Considering the sources Advertisement designed and issued Processing and notifying applicants Shortlisting Interviews/ GDs/ Tests Assessment Appointment Offered Induction Training, development, appraisal career planning, etc. Resignation/Retirement/ Separation Recruitment Phase Selection Phase Employment Phase Exit Phase L I FE CYCLE OF AN EMPLOYEE

17. Recruitment Methods Internal Job Posting (bulletin, board, on-line sharing) Employee Referrals (inter-departmental) Skill inventories (stored data of past) Transfers and promotions Succession Planning Pros and Cons of Internal source?

18. Recruitment Methods External Job Advertisements (national or local) Employee referrals (professional bodies) Inter-firm Agreements Professional agencies/ Recruitment consultants Outsourcing Campus recruitments E-recruitment/ Job portals/ Head hunters Pros and Cons of External source?

19. Selection Methods Personal Interviews (kinds of personal interviews?) Structured or non structured; Formal of Informal; In-depth interview; Stress interview; Group interviews; panel interviews Interviews through selection boards/panels Assessment Center Techniques Written tests Aptitude tests (psychometric tests, personality tests, IQ, EQ, SQ, CQ tests, etc.)

20. New Trends in Hiring Virtual and remote hiring Use of analytics and AI in t alent acquisition Focus on Diversity & Inclusion in hiring (including promoting physically challenged and LGBT) Managed Service Providers (MSP) Outsourcing (Lets add more)

21. Interview Techniques Exercise

22. Steps of Panel Interview Process - A self-administered group exercise - Step 1 : Each group will separately do this activity Step 2 : One person in each group may volunteer to be interviewee, and remaining will be the panel of interviewees Step 3 : The team must decide for which job type (position) for which job interview will be conducted, and prepare JD accordingly Step 4 : Panel members need to be prepared in following manner Identify approx. 5 competencies that the panel thinks as important ones (should include both technical and behavioural). Take at least 2 behavioural competencies. Discuss about each competency one by one and explore what kind of questions needs to be asked to assess the level of that competency in the candidate. Once fully prepared and have general consensus, panel can call the candidates Approx. 20 minutes interview should be conducted during which panel needs to ask all relevant questions to check each of the competency in the candidate. (All the preparation is done so that each question asked are relevant and addressing one of the competencies) Once the interview is done each member separately give their score on each competency on a 5-point scale. After which they will compare and calculate to total points for the candidate. Other instructions, if any, has been explained during the class

23. Why Behavioural interview questions important? Behavioral interview questions provide insight into a candidate's ability to manage workplace issues that require job competency, problem-solving & negotiation skills. Behavioral interview questions usually are open ended. Examples: - "Describe a time when you had to improve employee motivation to reduce your department's turnover percentage" and "How would you resolve interpersonal conflict between two high-performing employees who have to work together on a team project?" Interview panel may also give a situation (real or hypothetical) and then ask relevant question to see how the candidate would respond to that situation. Recruiters use behavioral interview questions as a guide to predict future performance because past practices can be indicators of future performance. -In addition, behavioral interview questions require that candidates demonstrate their verbal communication skills.

24. Discussion