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【正文】 Identify the stages of a selection interviewn Explain the theory and give examples of Behavioural Interviewingn State the legal implications associated with recruitmentn Complete appropriate preparation prior to conducting a Competency Based Interviewn Demonstrate the techniques involved in selecting the right person for a positionn Conduct a Competency Based Interview to the standard of the CompanyQuote“ In an idealised world, our aim would be all persons in jobs perfectly suited to them and society. This aim assumes that each person should use his abilities, temperament and motivation in the best possible way for him。 it also assumes that society will make the best possible use of its total manpower resources”Marvin Dunte (1967)“Recruit in haste Repent at leisure !”The Decision Process ObjectivesBy the end of this session you will be able to:n Explain how to plete an Interview Assessment Formn List the alternative actions you can take as a result of the interviewn State when and how references should be soughtInterview Assessment FormAlternative Actions Following the Interview n Shortlist the candidaten Ask the candidate for a second interviewn Reject the candidaten Refer the candidate to another department / hoteln Offern Hold for another positionFour Questions to Consider n Has the candidate the petencies needed to be successful?n Will the candidate fit into the team and style of the department?n Where some of the technical skills are missing, can the candidate be trained?n Is the right candidate interested?Legal Implications ObjectivesBy the end of this session you will be able to:n State the main pieces of legislation which affect the Recruitment Process, and explain their implications演講完畢，謝謝觀看
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