Once you have registered
a vacancy in Recruitment Manager and entered all the details pertaining to this
vacancy (See “How to Declare a Vacancy”) and have entered all the applicants (See
“How to Manage Applicants”), its now time to manage interviews.
Prepare the Interview Questions
1. Select the required vacancy from the list of vacancies.
2. The Vacancy Property window opens.
3.
Click the Interview Questions link on the task bar. Note: the
questions generated are based on the role’s critical competences. Adding or removing a competence from the interview questions is performed
through the Vacancy Property window – Competency Profile.
4.
The Interview Question Report displays
5.
Review and export the report as required.
Score the Interviewee
HRmonise recommends that the Interview Questions report is downloaded in an editable
format (e.g. WORD) so the questions can be further tailored to the specific role.
For example; there may need to be some
very specific questions asked in the technical strength competence.
Interviews are scored against the competence model. The lowest level is A going up to the highest level for each competence. When scoring, it is important to listen
carefully to the answer and then determine if the candidate has demonstrated their
competence at the A level. If yes,
then have they demonstrated their competence at the B level etc? An interview is not an examination, if you feel that you may get more information,
probe a little deeper to see if the competence level can be demonstrated. Remember answers to one question may demonstrate competence in more than
one area and should be taken into account holistically when scoring the interview. HRmonise will accept scores in the middle. For example, a score of C+ can be
awarded when the interviewer considers the candidate definitely demonstrated competence
at the C level, but did not quite convince them that they were competent at the
D level.
The Personal Attributes should be scored after the interviewee leaves the room. A scale of 1-5 is appropriate with 1
being Low, 3 being acceptable for the position and 5 being exceptional. Again half scores can be entered into HRmonise.
Enter Interview Scores The interview properties window enables you to update
the interview details and enter the scores from the interview.
1. Select
the required interviewee from the list in the HRmonise navigation panel or from
the Interviews page.
2.
The form contains the details about the interview. Click on the relevant heading to open and review the information:
a. Interview Details
i.
These details can be edited as required, notes can be added and the interview can
be confirmed.
ii.
Click Update to save changes
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b. Competence Score
i. Select the required competence from the pull down
list
ii. Enter / select the scores for each interviewer – up to
5 scores can be added.
iii. Click Save to accept the scores |
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c. Attribute Scores
i. Select the required attribute from the pull down list
ii. Enter the scores for each interviewer – up to 5 scores
can be added. HRmonise recommends a score from 1-5 with 3 being acceptable
for the role.
iii. Click Save to accept the scores
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3. Click on the tabs to view the information.
4. To edit the scores:
a. Make the required changes to the attribute score you want to.
b. Select Save to save the changes or Cancel to discard the changes
Generate the Interview Report
1. Select the required vacancy from the list of vacancies.
2. The Vacancy Property window opens.
3. Click the Interview Report link on the task bar.
Note: The results of the interview are displayed graphically and
by individual to assist you to “Recruit the Right Person”.
4. Review and export the report as required.
Note: Additional help on this and other topics can be obtained
by logging into HRmonise and clicking Help from the menu.
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