EMPLOYMENT
Interview and Selection Guide
For
Hiring Administrators & Managers
Of Regular Classified Staff Positions
Provided by
成为什么样的人The Employment Section of Human Resources
THE MEDICAL COLLEGE OF GEORGIA
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INTRODUCTION
It is the policy of the Medical College of Georgia not to discriminate with regard to race, x, color, national origin, religion, veteran status, handicap status, age, xual orientation, or political affiliation. All MCG reprentatives are responsible for ensuring that we are establishing competitive job arches to include consistent and fair practices. This is in accordance with the College’s EEO/Affirmative Action obligations during both the pre-employment and employment process. 百度收录查询Plea note that our institution receives funding from various sources, including a variety of grants. T
herefore, it is imperative that we ensure we are giving all potentially qualified applicants an opportunity to learn about the vacancies at our institution.
This handbook is intended to offer sound personnel management guidelines for the Medical College of Georgia’s departmental managers and supervisors during the interview process.
THE EMPLOYMENT PROCESS
To begin the process for filling a classified position, the department should forward the completed Employment Request Form to the Employment Section of the Human Resources Division. Plea attach your approved Employee Health Service Approval form if required.
As an Equal Employment Opportunity and Affirmative Action employer, the Medical College of Georgia will provide timely announcements of position openings.
∙ 孕妇不能吃哪些食物Internal applicants who are interested in submitting a bid for a posted vacancy, must have occupied their current position for a minimum of six months. Otherwi, they must obtain written permission from their immediate supervisor. The employee must complete an online Bid Form ( ). After completing the form they should save it to their computer or a disc; name the document according to their first and last name; and email the saved document as an attachment to: du . A resume may also be submitted as a cond attachment. If a computer is not available, the bidder may u a computer or pick up a form in Human Resources. The Bid Form should be submitted to Human Resources within the recommended time period (five days from position posting date).
∙ External applicants may apply for specified positions via our online application (du/jobs). All currently available positions are posted in the Human Resources division and on our website. The website address is .
THE INTERVIEW
Prepare for the Interview
A lection interview should be as structured as possible, yet tailored to each particular applicant. As an interviewer, you should evaluate the same general criteria for each applicant. An interview, that follows a general standard outline, will produce more reliable and valid information for a lection, than an unstructured interview and is less likely to have any conflict with the laws and regulations governing the lection process. Applicants should be evaluated against the job description and qualifications and not against each other. Plea note: recruiters are here to assist you with making the lection in regards to who should be interviewed as well as and being a part of your panel for tho who interview if desired.
∙ 小咪咪Review the job description and specifications
In order to adapt the interview to obtain relevant information, you need to learn as much as possible about the requirements of the job to be filled, including - the specific demands of the job, the salary level, and the working conditions. List the specific tasks performed
彼岸花怎么画on the job, and decide which of tho tasks are critical to performance in that position. List the methods, techniques, tools, equipment, and work aids ud to accomplish the tasks.
∙ Prepare questions
Questions should be formulated to help reveal tho areas of knowledge, skills, and abilities required for a new employee to be successful on the job.
Sample questions
● Tell me about your current or
● What do you like most about your current/previous job?
● What do you like the least?
● What were your two most important achievements in your current job?
● What attributes do you believe an effective employee should posss?
● What plans do you have for lf-development in the next 12 months?
● What steps do you generally follow when making a decision?
∙ Prohibited areas to avoid during an interview
Areas to avoid during an interview include: age, marital status, national origin, physical/mental disabilities, xual orientation, race, religion, gender, arrest record, child care problems, plans to have children, or type of discharge from rvice or other employer.
∙
Review the resume
Review the resume for work experience, test scores (if applicable), and any correspondence that would be uful in understanding the applicant’s background. This should be done in advance, so that this information will not be referred to constantly during the interview. (If test scores are not available, plea work with your recruiter on getting the appropriate tests scheduled with the candidate.)
