Importantly, social factors and body language can influence the outcome of the interview. These include influences, such as the degree of similarity of the applicant to the interviewer and nonverbal behaviors, such as hand gestures, head nodding, and smiling
https://youtu.be/PCWVi5pAa30 This video is a great resource in this area and offers a lot of information regarding useful body language
Once a company identifies potential candidates for a position, the candidates’ knowledge, skills, and other abilities must be evaluated and compared with the job description.
https://career.berkeley.edu/sites/default/files/pdf/Guide/ResumesCovLet.pdf This is a useful resource towards job related documents such as resumes and cover letters
For many reasons, hiring decisions in the real world are often made based on factors other than matching a job analysis to KSAs.
https://www.coursera.org/lecture/human-resources-management-capstone/selection-process-overview-sgGI8 this link includes a great powerpoint video that goes over the basic selection process for employee hiring.
"Although I do think learning the employer side of the hiring process is important, I think readers will more so relate and find help in resources and links about being the candidate when applying for a job. Major struggles young adults have in being the 'perfect candidate', is having a good resume, a good application, and nailing interviews" (amber.ihrig). I believe it is very important to include information pertaining to the employer side of hiring, and can lead to readers drawing conclusions about their own interviewing methods. By learning what employers want, you can easily adapt your plan to accommodate the employer's preferences into your interviewer, strengthening your chances to land a job.
Industrial and organizational psychologists are typically involved in designing performance-appraisal systems for organizations.
https://www.aafp.org/fpm/2003/0300/p43.html a very useful link that goes over 5 steps to performance evaluations and includes pdf files of different evaluation forms to show the many aspects of evaluation that are used today in the workforce.
In an ideal hiring process, an organization would generate a job analysis that accurately reflects the requirements of the position, and it would accurately assess candidates’ KSAs to determine who the best individual is to carry out the job’s requirements.
https://www.thebalancecareers.com/a-checklist-for-success-in-hiring-employees-1916814 this link goes over some useful things to think about as an employer when selecting employees and includes a great video on the topic
Title VII of the Civil Rights Act of 1964 makes it illegal to treat individuals unfavorably because of their race or color of their skin
What law passed that made it illegal to treat individuals unfavorably because of their skin color?
A:The Fourteenth Amendment
B.The Civil Rights Act of 1964 <------Correct Answer
C.The Emancipation Proclamation
D.The Civil Rights Referendum
For example, did you know it is illegal for a potential employer to ask your age in an interview?
Many companies around WSU that serve alcohol, like the Coug, a well established bar, limit applicants to 21 year olds or soon to be 21 year olds to combat this, meaning that they already know you are above the hiring age when you show up for the interview. This lets them know that you are old enough for the position without illegally asking during the interview itself.
One of the reasons evaluations fail to accomplish their purpose in an organization is that performance appraisal systems are often used incorrectly or are of an inappropriate type for an organization’s particular culture
One other system of evaluation goes over "perceived usefulness" in which an employee is evaluated based on person-job fit and person-organization fit. With this method, an organization can go over whether their employee is a great fit for the field, but not the organization, or if the employee works great in the organization, but struggles in that particular field. Some employees may be found to be strong in both aspects, while some weak in both. This method is mainly for determining what the company needs in terms of employees (Nolan, Langhammer & Salter, 2016).
However, a different perspective sees this variability in ratings as a positive in that it provides for greater learning on the part of the employees as they and their supervisor discuss the reasons for the discrepancies
One reason why having employees take a role in their own evaluation is to add a level of trust between the employer and the employee. This kind of evaluation adds personalization, and allows the employee to work with the employer on areas of improvement. With this, employees may be even more motivated to show their employer a positive change in performance, giving them a reason to add to the trust between the employer and employee (Cahn, 1979). This piece by Ekaterina Walter goes into detail about fostering employee trust in an organization and why it is beneficial. https://www.forbes.com/sites/ekaterinawalter/2013/11/19/how-to-foster-employee-trust-and-growth-through-constructive-feedback/#30a6b8351e13
These systems are designed to evaluate whether each employee is performing her job satisfactorily.
Evaluations are all about finding the right employees and reviewing whether they are a good fit or not. One aspect often brushed over is retention rate. In many professions, it is essential that employee retention stays high, and with evaluations, it is important to determine whether or not an employee will stay for the long run, or bail out from the company after a few short years (Collins, 2007).
Fairly evaluated work helps employees do their jobs better, improves the likelihood of people being in the right jobs for their talents, maintains fairness, and identifies company and individual training needs.
Often evaluation becomes the most important step in finding the best employee for your business, since it focuses on the employee in action and not their potential in the work environment (Wolf, 1959). Potential in the work environment refers to their interview, in which they were assessed bast on their potential good for the company. By evaluating their actual actions in that work environment, employees can get a real grasp towards the employee's overall effectiveness.
Learn to be aware of your behavior during an interview.
What nonverbal cues can you focus on to elevate your interview process? In what ways are a mock interview useful in preparing you for a real interview? How do these two tie in together?
Answer: Nonverbal cues are some of the most important things to pay attention to during an interview. The two categories of nonverbal cues are visual and vocal, and they both play a big role in increasing likability during an interview. Important visual cues to work on include eye contact and hand gestures. Increasing eye contact is a step to increase your likability, as well as limiting hand gestures as to not distract the interviewer, but still allowing you to emphasize points. One vocal cue to improve upon is pausing. When talking, pauses are necessary for gathering your thoughts, and they play a big role in the flow of your speech. Mock interviews are especially useful in practicing your vocal and visual cues in an interview environment. By practicing in the same situation, it will train you to be more comfortable in displaying these nonverbal cues in a real interview.