Chapter 5: Interviews, Offers and Hiring.....................................................
You can tailor interviews to different types of applicants, requisitions or
positions by creating different interview “forms” based on the type of
position open. You also can arrange the sequence in which the interview
questions will appear and apply weights to different interview topics to
place more emphasis on critical aspects of the interview, and less emphasis
on other issues.
Using the Applicant Interview Rating window, you can enter and store
unlimited interview information—even multiple interviews with a single
candidate—and unlimited notes about applicant interviews, including
specific notes about each applicant’s response to each question.
After completing interviews, you can organize and track your offers to
applicants and subsequent hirings.
Hiring an applicant can often be a time-consuming process. However, once
you enter and save information in the Hire window, several events will
occur. Demographic and Equal Employment Opportunity (EEO)
information about the applicant is transferred to the employee files, so the
new employee’s record can be opened in the Employee window.
Education and skill records are transferred and become part of the
employee record. If the new employee’s position has been tied to a review
form, the date of the next review will be calculated and entered in the
employee record.
All information tied to the position description (such as company, division,
department, supervisor, etc.) also becomes part of the employee’s record.
The employee’s first Date of Next Review will be set to the default date if
the position the employee has been hired for is tied to a review schedule.
This information is divided into the following sections:
- Adding an interview record
- Scoring interviews
- Modifying or deleting interview information
- Adding an offer
- Modifying or deleting an offer
- Hiring an applicant
