Recruitment and selection chapter interview preparation presented by the students

1. G R O U P P R E S E N T A T I O N
Interview Preparation
Group Members;
Ayesha Raees (BBAE-20-61)
Mohammad Usman (BBAE-20-101)
Ghulam Mustafa (BBAE-20-113)
Ammar Yasir (BBAE-20-49)
Presented to; Sir Zia
Presented by; Group 2

2. C O N T E N T S
Job Analysis
Job Description
The Right Fit
Reviewing the application and Resume
Setting the stage
Planning Basic Questions
The Questions an Interviewer Should Ask Themselves.

3. Ayesha Raees
(BBAE-20-61)

4. The process of interview preparation begins with a thorough
job analysis.
This includes a review of the position’s responsibilities,
requirements, reporting relationships, environmental factors,
exemption and union status, salary, benefits, and growth
opportunities
Studying a job to determine which activities and responsibilities
it includes, its relative importance to other jobs, the
qualifications necessary for performance of the job and the
conditions under which the work is performed.
J O B A N A L Y S I S

5. being diligent on the tasks at hand; being able to meet deadlines;
exhibiting good moral character and ethical traits; cooperating and
showing teamwork; and showing respect and good manners to
every single person encountered in the job.
D U T I E S A N D R E S P O N S I B I L I T I E S
Higher education is especially important for people early in their
careers. As you move along, job experience and the acquisition of
new skills can take on added weight.
E D U C A T I O N A N D P R I O R E X P E R I E N C E

6. Intangibles set you apart, they make you unique. They are your
“special sauce”. Some examples of intangibles include: personality,
first impressions, etiquette, and energy.
I N T E N G I B L E R E Q U I R E M E N T S
Reporting relationships are formal and hierarchical in nature. As
the name suggests, one person typically reports to the other
person. Think of a boss and their employee. In this type of working
relationship, there is a clear chain of command, and one person has
a higher level of authority than the other.
R E P O R T I N G R E L A T I O N S H I P S

7. Physical Working Conditions,
Geographic Location,
Travel,
Schedule,
Exemption Status,
Union Status,
Salary Ranges,
Benefits,
Growth Opportunities.
W O R K E N V I R O N M E N T

8. Ghulam Mustafa
(BAE-20-113)

9. A job description is a useful, plain-language tool that explains the tasks, duties,
function and responsibilities of a position. It details who performs a specific type
of work, how that work is to be completed, and the frequency and the purpose of
the work as it relates to the organization's mission and goals.
Definition;
J O B D E S C R I P T I O N
The purpose of a job description is to accurately explain the requirements and
responsibilities of a position within an organization. If this has been done
properly, this information can be used to identify the value of a position to the
business as well as what that position might get paid in the wider market.
Purpose;

10. I M P O R T A N C E
A job description typically outlines the necessary skills,
training and education needed by a potential employee. It
will spell out duties and responsibilities of the job. Once a
job description is prepared, it can serve as a basis for
interviewing candidates, orienting a new employee and
evaluating job performance. Using job descriptions is part
of good management.
C O M P O N E N T S O F W R I T I N G A J O B D E S C R I P T I O N
Job Title. ...
Job Purpose. ...
Job Duties and Responsibilities. .
Required Qualifications. ...
Preferred Qualifications. ...
Working Conditions.

11. G U I D E L I N E S F O R W R I T I N G A J O B D E S C R I P T I O N
ARRANGE DUTIES AND RESPONSIBILITIES IN A LOGICAL , SEQUENTIAL ORDER .
STATE SEPARATE DUTIES CLEARLY AND CONCISELY .
TRY TO AVOID GENERALIZATIONS OR AMBIGUOUS WORDS .
DO NOT TRY TO LIST EVERY TASK .
INCLUDE SPECIFIC EXAMPLES OF DUTIES WHEREEVER POSSIBLE .
USE NON TECHJNICAL LANGUAGE .
INDICATE THE FREQUENCY OF OCCURRENCE OF EACH DUTY .
LIST DUTIES INDIVIDUALLY AND CONCISELY RATHER THAN USING NARRATIVE PARAGRAPH .
DO NOT PREFER TO SPECIFIC PERSON .
USE THE PRESENT TENSE .
BE OBJECTIVE AND ACCURATE IN DESCRIBING THE JOB .
STRESS WHAT THE INCUMBENT DOES .
BE CERTAIN THAT ALL REQUIREMENTS ARE JOB RELATED .
ELIMINATE UNNECESSARY ARTICLES LIKE A AND THE .
USE ACTION WORDS .

12. RIGHT PERSON AT RIGHT PLACE .
T H E R I G H T F I T

13. Mohammad Usman
(BAE-20-101)

14. The Application review stage provides a
streamlined process for a job’s recruiter to screen
every new applicant for a given job, then advance
or reject each application.
Recruiters and hiring managers carefully review
resumes, as it can help them in finding the best
candidates for the job.
R E V I E W I N G T H E A P P L I C A T I O N A N D R E S U M E

15. K E Y P O I N T S
Scan the overall appearance of the application or resume.
Look for any blanks or omissions.
Review the applicant’s work history and make a note of any time gaps between jobs.
Consider any overlaps in time.
Make a note of any other inconsistencies.
Consider the frequency of job changes.
Be objective when evaluating a person’s salary requirements.
Carefully review the applicant’s reasons for leaving previous jobs.

16. S E T T I N G T H E S T A G E
If you’ve ever watched a video or DVD about
employment interviewing, it probably didn’t
reference the significance of setting the stage;
that is, the importance of allow- ing sufficient
time for meeting with an applicant and
conducting that meeting in an appropriate
environment. And yet, these are two critical
components to successful interviewing.

17. T W O C O M P O N E N T S
Allow Sufficient time for an
interview
Planning an appropriate
environment

18. Ammar Yasir
(BBAE-20-49)

19. Plan a handful of questions that will serve as the foundation
for your interview.
The job description is an excellent starting point.
By reviewing the job description, you can easily identify what
skills are required and then proceed to formulate the
questions you’ll need to ask in order to determine whether
the applicants possess these skills and are capable of
performing the required duties and responsibilities.
P L A N N I N G B A S I C Q U E S T I O N S

20. F O R A P P L I C A N T S W I T H P R I O R W O R K E X P E R I E N C E
‘‘What do/did you like most and least about your current/most recent job?’’
‘‘Describe a situation in your current/most recent job involving . How did you handle it?’’
‘‘What are/were some of the duties in your current/most recent job that you find/found to be
difficult and easy? Why?’’
‘‘Why do/did you want to leave your current/most recent job?’’
‘‘How do you generally approach tasks you dislike? Please give me a specific example relative
to your current/most recent job.’’
F O R A P P L I C A N T S W I T H O U T F O R M A L E D U C A T I O N O R
W O R K E X P E R I E N C E
‘‘Here are a series of hypothetical situations that are likely to occur on the job. How would you
handle them?’’ ‘
‘What has prepared you for this job?’’

21. F O R A P P L I C A N T S W I T H P R I O R W O R F O R
A P P L I C A N T S W I T H F O R M A L E D U C A T I O N B U T N O
P R I O R W O R K E X P E R I E N C E K E X P E R I E N C E
‘‘What were your favorite and least favorite subjects in high school/college/ other? Why?’’
‘‘Describe your study habits.’’
‘‘Why did you major in ?’’
‘‘How do you feel your studies in prepared you for this job?’’

22. Q U E S T I O N S I N T E R V I E W E R S S H O U L D A S K
T H E M S E L V E S
When interviewers prepare to meet an
applicant, they need to do more than plan
questions to ask. They need, also, to be
prepared to answer questions.
Questions About the Organization
Questions About the Job
Questions About Growth Opportunities
Questions About the Applicant’s Chances
Questions About the Interviewer

23. I N T E R V I E W P R E P A R A T I O N
Thank you!
Presented by; Group 2