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The interview selection process is where you determine the right candidate for the job.
Selection interview is a practical way to assess applicant 's enthusiasm which will determine the amount of focus the potential employee will contribute to the organisation's growth in the future.it is however not a completely perfect method as some aspects such as human judgment by interviewer on gender,race or dress may bring up barriers with no connection to the applied job in subject.
Interviews use to make me so nervous.
Interviewing therefore involves processing and evaluating evidence about the capabilities of a candidate in relation to the person specification. - can they do the job? - will they do the job? - how will the individual fit into the organization.
what meant by interview?
i think selection also involve the intellectuality of the applicant.
does the suitability of a candidate actually measured by his performance in the interview?
Eligible candidates and their readiness to work may easily be seen or determined through interview process, though interviews seem accurate the have their shortcomings too.
Should the main focus of the interviewer not be to make a decision based on the ability to do the work rather than the factors such as the clothes, colour, ethnic origin, gender, accent, physical features or disabilities? Most of the non related influences can be improved in a candidate should they be willing and very eager for the job being interviewed for.
Higher level employees normally have to do presentations on one or other aspect of the job in addition to the interview. Just answering 5 to 6 questions in a interview is not enough to find the right candidate.
Traditionally, the interview has been the main means of assessing the suitability of candidates for a job. Almost all organisations use the interview at some stage in their selection process. Similarly, most applicants expect to be interviewed.
Interviews are useful for assessing such personal characteristics as practical intelligence and interpersonal and communication skills. The interview can be used for answering applicants’ questions, selling the organisation and negotiating terms and conditions.
It is a matter of debate whether an interview accurately assesses ability at work, relevant experience and work skills. A further problem with interviews is that factors that are not related to the job influence the decision: clothing, colour, ethnic origin, gender, accent, physical features or a disability might be such factors.
There is also evidence that interviewers make decisions very rapidly on little information. You need to be aware of the potential pitfalls in using selection interviews and may choose to supplement them with a variety of selection tests.
The aim of the selection interview is to determine whether the candidate is interested in the job and competent to do it. A selection interview also has the following functions:
• to explain the work of the organisation, the job and any features such as induction and probation
• to set expectations on both sides, including a realistic discussion of any potential difficulties (if appropriate)
• to enable the candidate to assess whether they want the job being offered
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