OH 3-1

Screening Potential Employees

Human Resources Management and Supervision

4OH 4-1

OH 3-2

The Screening Process

The screening process is part of the employment cycle.

OH 3-3

The Screening Process

1.Screening is a process used to• Assure that there is no discrimination.

• Defend the operation from potential lawsuits.

• Ensure that the best applicants are considered for position openings.

2.Careful screening should always be undertaken before employees are hired.

OH 3-4

Activities Involved in Screening Process

Review application form and other materials.

Conduct preliminary interviews.

Assess qualifications through testing.

Conduct second interviews.

Investigate applicants’ backgrounds.

OH 3-5

Job Application as Screening Tool

The job application form is a critical screening tool.

OH 3-6

Additional Screening Tools

Cover letter and resume The cover letter indicates an applicant’s interest in the position and a brief list of work experience and education.

Proof of eligibility to work

Screening interview : The screening interview is intended to determine whether an individual meets basic requirements before more time is invested in evaluating the applicant.

OH 3-7

Additional Screening Tools continued

Testing

Work assessments or simulations

Job interviews

Reference and background checks

Medical tests and records

In many operations, these tests are done after the operation has decided to hire a candidate. These tests can be time consuming, expensive and the results must be kept confidnetial.

OH 3-8

Avoiding Illegal Discrimination in Screening

Every applicant should be given fair consideration. All federal, state, and local regulations for screening and hiring practices must be followed.

The best approach—assure screening focuses only on essential job skills and the person’s ability to perform them.

OH 3-9

Reasons to Review Application Documents

To become familiar with the applicant’s professional background

To identify the experience and knowledge the individual can contribute to the operation

To determine whether special training or literacy education might be needed

OH 3-10

Topics for Interview Questions

Interview questions must focus on bona fide occupational qualifications that directly relate to the skills, knowledge, and abilities needed for the job.

Refer to Exhibit 4d, on page 76 of the text book. Examples of topics that must be avoided during an interview and those that are acceptable.

OH 3-11

Applicant Test Guidelines

Give to every applicant for the position.

Use a culturally neutral test.

Test for bona fide occupational qualifications (BFOQs). Previously referred to as ADA Essential Functions

Administer the test fairly and consistently.

Evaluate results against clear factors.

OH 4-12

OH 3-12

Planning for Job Interviews

Know what you want to learn from the interview.

Consider location, time, opening points, notes to be taken, and preferred interview format.

Always use a standard list of questions.

Excellent example on page 78 of the text book (Exhibit 4e)

OH 3-13

Information Gathering/Skill Interviews

Focus on an applicant’s Background

Work experience

Previous employers

Job challenges

Question examples What are your greatest strengths?

What are you looking for in this job?

OH 3-14

Stress Interviews

Designed to put applicants in a difficult and stressful situation to see how they handle stress in job challenges

Example Provide a stressful on-the-job situation, and ask

the applicant what he/she would do.

OH 3-15

Character or Personality Interviews

Used when a person has basic job qualifications, and the interviewer wants to discover whether the person will work well in the operation

Used to assess an applicant’s aptitudes and attitudes (what he/she will do or is likely to do)

OH 3-16

Group and Successive Interviews

Group interviews Multiple people from the operation interview one

applicant in a group setting.

Successive interviewing Separate interviews are conducted with the

applicant by several persons.

Candidate Evaluation Form, page 83, exhibit 4h

OH 3-17

Job Preview

Information and activities that can help applicants to obtain a realistic expectation about the position and operation

Information may include sample menus, review of the restaurant’s Web site, and answers to the applicant’s questions.

A tour of the operation is also beneficial.

OH 3-18

Conducting Reference Checks

Application forms may request reference names and contact information.

If references are not provided, this may impact the manager’s employment decision.

OH 3-19

Contacting References

Contact reference by letter, email, or phone.

Ask a standard list of questions. Sample questions on page 87 of text

Consider what is not said as well as what is said.

OH 3-20

Key Term Review

• Group interview—strategy in which multiple people from the operation interview one applicant

• Interview schedule—standard list of questions to be asked of every applicant during an interview

• Job interview—interviews conducted by the potential supervisor and/or other employees intended to gather information about an individual and to give him/her a realistic idea about the job

• Preinterview—same as screening interview; the purpose is to determine whether the applicant meets basic requirements and warrants further screening

• Realistic job preview—information and activities that allow the job applicant to have a realistic expectation about the position and for the operation

OH 3-21

Key Term Review continued

• Screening—procedures used to allow the manager to determine whether an applicant is a good fit for a vacancy

• Screening interview—same as preinterview

• Sous chef—person in charge of a kitchen or shift who works for the executive chef

• Successive interviewing—type of interview primarily conducted for management positions that involve a series (succession) of persons who talk with job applicants