Resume Evaluation and Interviewing Techniques

1
Resume Evaluation and Interviewing Techniques

• Heiko Spallek, DMD, PhD
• Center for Dental Informatics
• University of Pittsburgh
• 11/26/2002 2201 Dental Information Systems

2
Agenda

• What is management?
• Emerging Knowledge-Based Economy
• Human Resource Planning
• Job Analysis
• Job Description
• Affirmative Action
• Staffing Recruitment
• Selection process
• Hiring
• Firing
• in-class assignment recruit a manager computer
  operations for SDM

3
What is management?

• Recruiting is a managerial task.

• The process of achieving organizational goals by
  engaging in the four major functions of planning,
  organizing, leading, and controlling.
• Organization Two or more persons engaged in a
  systematic effort to produce goods or services.

4
Planning

• The process of setting goals and deciding how
  best to achieve them.
• How does recruiting fits into planning?

5
Organizing

• The process of allocating and arranging human and
  nonhuman resources so that plans can be carried
  out successfully.
• How does recruiting fits into organizing?

6
Leading

• The process of influencing others to engage in
  the work behaviors necessary to reach
  organizational goals.
• How does recruiting fits into leading?

7
Controlling

• The process of regulating organizational
  activities so that actual performance conforms to
  expected organizational standards and goals.
• How does recruiting fits into controlling?

8
The Emerging Knowledge-Based Economy

• People are assets, not expenses!
• Machine Age language of business accounting
• manipulating of financial abstraction
• control-centric, procedural management
• Post-industrial or knowledge-based society
• Companies will organize around information, not
  things.
• empowerment and leadership
• 21st century Taylorism workflow are set by
  workers not experts
• knowledge is the only meaningful resource
  (P.Drucker)
• creation and application of technology
• Engines of Prosperity Templates for the
  Information Age
• by Gerardo R. Ungson, John D. Trudel
• 1999 Imperial College Pr ISBN 1860940927

9
Human Resource Planning

• The process of determining future human resource
  needs relative to an organizations strategic
  plan and devising the steps necessary to meet
  those needs.
• Essential steps before thinking about recruiting
• job analysis
• job description
• HR planning ? staffing ? developmentevaluation ?
  compensation ? maintaining an effective workforce
  ? HR planning

10
Job Analysis

• systematic collection recording of information
  concerning the purpose of the job
• major duties
• conditions under which the job is performed
• contacts with others that job performance
  requires
• knowledge needed
• skills needed
• abilities needed to perform the job
• ? information used for job description

11
Job Description

• Job description
• statement of duties
• working conditions
• other significant requirements associated with
  the job
• current trend broad description without much
  detail
• Job specification
• statement of skills, abilities, education, and
  previous work experience

12
Supply of Human Resources

• internal labor supply
• skills inventory
• replacement planning
• Department Chair 39
• J. Smith
• O F. Johnson PT 33
• E S. North N 25

age
outstanding
partially trained
excellent
newly designated, needs training
13
Attracting

• best people gives competitive advantage
• target largest possible pool ? best people
• e.g. advertisement at Pitt
• external supply
• advertisement
• employee referral
• head hunters
• Web
• walk-in
• job fare
• recruiting agencies

14
Affirmative Action v. Equal Opportunity

• Affirmative Action is any special activity
  undertaken by employers to increase equal
  employment opportunities for groups protected by
  federal employment laws and regulations.
• Title VII of the Civil Rights Act of (1964)
• amended 1972 prohibits discrimination based on
  race, color, religion, sex, national origin
• Rehabilitation Act of (1973)
• Pregnancy Discrimination Act (1978)
• Americans with Disabilities Act (1990)
• Older Workers Benefit Protection Act (1990)
• Equal Pay Act (1963)
• Family and Medical Leave Act (1993)

15
EEOC

• U.S.Equal Employment Opportunity Commission
• enforcement agency for discrimination cases
• government agency, presents you against the
  employee
• http//www.eeoc.gov/

16
Staffing Recruitment

• Staffing set of activities aimed at attracting
  and selecting individuals for positions in a way
  that will facilitate the achievement of
  organizational goals.
• Recruitment finding and attempting to attract
  job candidates who are capable of effectively
  filling job vacancies
• Realistic job preview technique used during the
  recruiting process in which the job candidate is
  presented with a balanced view of both the
  positive and the negative aspects of the job and
  the organization

17
Selection Process

• determining which job candidates best suit
  organizational needs
• valid selection method
• omit adverse impact
• bona fide occupational qualification (BFOQ)
  legitimate discrimination
• selection methods

18
Selection Methods

• Application blank (a lot contain illegal
  questions!)
• educational background
• previous job experience
• physical health
• prescreening device
• preliminary comparison
• Selection interview
• popular
• relative low validity unstructured interview
• better structured interview
• often used semistructured interview
• Reference unreliable, worst of all
• Employment test

19
Employment Test

• means of accessing a job applicants
  characteristics through paper-and-pencil
  responses or simulated exercises.
• ability test
• personality test
• work sample
• e.g. assessment center programs are in operation
  in 2000 US organizations
• ? Try to find out how person will perform later!

20
Hired, what now?

• new employee orientation
• mostly poor
• forgiven last chance to give the employee a
  vision
• training / development
• "If knowledge is becoming antiquated at an
  increasing rate, we have no choice but to spend
  more on education. How can that not be a
  competitive weapon?"
• Gary Tooker, CEO, Motorola, Inc.
• performance appraisal best development tool

21
Firing

• Dont lay people off It gives them hope for
  re-hiring.
• terminate people
• no reason safe harbor for employer
• give no reason for firing

22
In-class assignment Hiring

• You are to hire a Manager Computer Operation for
  a US Dental School.
• Review the provided resumes
• Decide for the best candidate
• Compile 8 questions for a semi-structured
  interview
• Defend your selection for this individual
• All provided material is confidential and will be
  collected after the assignment!