论文代写:面试时间分配

论文代写:面试时间分配

没有面试时间分配和有效的面试进行一个理想的时间不能决定。使面试过程顺利进行的唯一关键是灵活性,即根据需要留出充足的时间收集数据,而不是花费大量时间讨论不相关的项目(Watts 2008)。对于非管理职位和非豁免职位,应分别设置半小时至一小时进行实际采访。对于管理性和豁免性职位,还需要保留1至2个小时。
有很多步骤需要遵循,以确定成功执行和以合法的方式制定面试问题的重要要求(Dale,2003)。这些步骤包括以下内容:
分析工作,以确定绩效所需的成功绩效因素。
对于每一个要求的绩效因素,必须设计一些问题来获取申请人过去的成绩和工作表现的信息。只要有可能,问题的重点应该放在申请人已经做了什么
准备那些有助于提倡申请人回复的观点清单。这个清单应该包括工作中的理想行为,经验类型,成就和具体的技能演示(Parson,1990)
设计所有访调员用于记录申请人回复的评分表,并通过观察总结印象。
还有各种因素有助于形成感知。这种看法应该有准确性或不准确性,它们的形成要么通过几个因素来约束。这些因素进一步有助于确定面试官的选择,但是这样的看法应该是没有偏见的。

论文代写:面试时间分配

There is no Interview time allotted and for an effective interview to be conducted an ideal time cannot be decided. The only key to make the interview process successful is through flexibility that is by allowing sufficient time for gathering data as required but not a lot of time for discussing irrelevant items (Watts 2008). For positions that are non-managerial and non-exempt, half an hour to 1 hour should be set separately for interviews to actually take place. For positions of managerial and exempt nature, 1 to 2 hours additionally have to be kept.
There are various steps that have to be followed to determine the requirements significant for performing successfully and developing interview questions in a legal manner (Dale 2003). These steps are inclusive of the following:
Analysing the job for identifying the needed factors of performance required for success in terms of performance.
For every required factor of performance, questions have to be designed for eliciting information on the past accomplishments of the applicant and performance of job. Whenever it is possible, the focus of the questions should be on what has been done by the applicant
Preparing the list of those perspectives that help in advocating the responses of the applicants. This list should be inclusive of desired behaviours at work, experience types, achievements and specific skills demonstrations (Parson 1990)
Designing a form for rating that is used by all interviewers for recording the responses of the applicants and summarizing the impressions through observations.
There are also various factors that help in formation of perceptions. The perceptions should have accuracy or inaccuracy either ways their formation is bound through several factors. These factors further help in determining the selection of an interviewer however such perceptions should be unbiased.