BU354 Chapter Notes - Chapter 6: Employer Branding, Job Performance, Visible Minority
Document Summary
Information or knowledge about job requirements: o(cid:373)e jo(cid:271)s do(cid:374)"t (cid:396)e(cid:395)ui(cid:396)e testi(cid:374)g k(cid:374)o(cid:449)ledge (e(cid:454). Readi(cid:374)g at a(cid:374) advanced level for truckers: performance, work samples, ex. After selection: draw up an employment contract, specify probationary period if applicable not all new employees are automatically subjected to this, specify start date and terms of employee, specify reasonable, restrictive constraints, ex. Non-compete clauses, confidentiality: ensure termination procedures are legally enforceable. Dispositioning of applicants: communicate to applicants as early as possible that you do(cid:374)"t (cid:449)a(cid:374)t to go th(cid:396)ough (cid:449)ith them. Interview process: step 1: interviewer preparation, develop questions as well as knowing the job well so you can answer their questions, modify typical questions. Inform of the next step of process which maybe to wait for a call or email: step 5: evaluation, record answers and questions. Interviewer errors: decreases effectiveness of interview, personal biases or judging based on interviewer errors, halo effect, limited information to evaluate someone as a whole, ex.
