Levelling up filtering of applicants via interview - Hire for attitude train for the skills

---------- Forwarded message ---------
From: Jorge Saguinsin <holygardens.groupnew@gmail.com>
Date: Sat, Sep 1, 2018 at 9:28 PM
Subject: Levelling up filtering of applicants via interview - Hire for attitude train for the skills
To: Madel <madz2424@yahoo.com>

What:   To change the way we interview our  applicants and to make this

            relevant to our VMBP and desired traits of Holy  Gardeners

Objectives:

1.  To increase success with our hires;

2.  To lessen misfits and bad infuence later on and introduce rotten apples

     in the workplace

3.  To make their transistion from that of being student or workers in other

     companies uneventful and pleasant

4.  To make new hires efficient and productive earlier

PARADIGM -   HIRE FOR ATTITUDE AND TRAIN FOR THE SKILLS

Facts/stats

      1.  Stats for job failures:

             1.  Coachability    26%   (ABCD), Obedience

             2.  Emotional intelligence/Maturity   - 23%   (Task Related Maturity

             3.  Motivation  -          17%       "Do what you love and love what you do"

             4.  Temperament    -   13%        Perfect fit between the attitude of the

                                                    worker and work environment

              5.  Skills              -    11%  knowledge and ability of the worker

                                                      on the job

                 89 % of challenges for workers are non skills (personal mastery)

                 11% of what they dont know on the job is a minor problem

     2.  My own experience

          1. The former officer at  Region 1 did not like being given multiple

              job despite being an officer

          2.  Her predecessor was more concerned about entitlement without

               looking at her responsibility

         3.  With the new hires, we have difficulties in them listening adjusting

              to the new environment and doing away with alibis and littlest

              of excuses to get things done

        4.  Some hires who are officers escape our attention and some of them:

             have scant attention to details, are not coachable, and cant synch

             with our business;  are in entitlement culture, lack hard work and

             execution

3.  TASK AHEAD -  How to interview deeper and better

     1.  What not to ask in interview:

         1.  Who am I, what are my strengths and weaknesses

              My plans for the next five years, my goals in life

             More often than not, they have prepared for this and have canned                        answer

          2.  Hypothetical, leading questions:

            For hypothetical questions   "Suppose..."  you get a hypothetical answer

           and for a smart applicant, he can easily dupe you

           Leading  question, leads you to get an answer that you like to hear

         3.  Slumbook, favorite quesitons:

                1. Favorite color, movies, food

                2. Unforgettable experience, travel

                3.  Role model

                4.  Horoscope, lucky number

   3.  Ask difficult hanging, open ended questions that require the applicant

          to dig deep into his brains and experience

  4.  Steps:   

               1.   determine the traits/attitude needed in the company

                N.B.  1.  Dont hire people who have problems in attitude

                         2.  Dont hire people who cant fit into your organization

               2.  Take note of the difference between the low performers and  high

                    performers

                   1. Maintain high level of professionalism (coachability - trainability

                       ability to take advice and criticism)

                   2.  Treat customers as priority

                   3.  Is responsible (responds to communication, to the call

                        of  the mission)

                  4.  Demonstrates positive mental attitude and behavior

                  5.  Leads by example

                  6.  Can engage in constant, open, and direct communication

                  7. Respect and trusts fellow employees, officers and/or subordinates

                  8.  Is engaged in constant self improvement and learning

                  9.  Is action oriented and problem solver

             3. The LOW PERFORMERS:

                 1.  Are negative

                 2.  Cant take responsibility - blame others or find plenty of excuses

                 3.  Feels entitlement always (rather than being of service to others)

                 4.  Procrastinate (by bringing up alibis and excuses) not meeting

                     deadlines) or cant come on or before time to office/appointment

                 5.  Stubborn and cant change habits/language (bale, 

                      not answering emails text, text addict)

                 6.  KSP

                    Textual and verbal content of low performers:

                   1. Are less likely to use first person singular but  more of 3rd person

                       or neutral prononouns

                   2. More likely to use negative words and phrases

                   3. More likely to use adjectives and adverbs to characterize 

                       achievement

             4.  Draft your questions, /Should be situational and specific. Probe

                  deeper if your feel your interviewee is evasive or less than truthful

             Can you tell me an instance/situation when:...

             1.  On professionalism:

                 1. When you submitted your  work and was severely criticized by

                     your superior?

                 2.  What is the name of your previous boss/professor?

                     Can you spell this for me?

                3.  If I visit your former boss/professor, what would she/he tell about 

                    you?

                4. Can you tell me an instance when you were late for school/work

                    and you  were admonished?

               5.   ..... when your attention was called on the id and your office

                     decorum?

               6..... when you were asked to read a lot and submit reflection

                     and felt that it was too much?

              7... that many tasks were before you and you felt confused and

                   cant conceptualize

             8.  .... that in the conversation your body language was quite different

                   from what you are talking about

             9...  that you were given an assignment and you forgot it, and you

                   were given a tongue lashing

            10.... that the standards of your boss for the work is way too high

            11. .... that more often than not, you do not get the instructions right

      2.  On customer service (empathy)

            1. .... that you felt the customer was too demanding.

            2.... that you felt the customer has all ready crossed the borderline

                    and has demeaned your  personally

           3... that the customer is no longer right and is abusive

           4...  that the customer is an interference in your job

          5. ..  that you feel that customers mind can be so fickle and changeable

          6.  ... that you feel that you cant really satisfy a particularly difficult

                   customer

         7...    that the customer service policy and the nature of the business

                interferes with your personal and religious life

3.    Is responsible:(can execute)

         1.... when you co worker/subordinate when asked about a lousy procedure

            answered dinatnan ko na iyan

         2. ... when your co worker does not answer CP and emails at once?

         3.  ... when your co worker does not submit your request?

         4....  when fellow worker or subordinate cant deliver his/her promised

                 deliverable on time

         5.... when you failed to deliver on time;

         6. ... when problems occurred at your office/department/org

        7. .... when your boss/co worker are demanding for your outputs

        8. .... when no matter how hard your tried, you still cant finish the job?

        9... when you lacked the manpower and resources to handle the job

      10.... when you lacked the skills and knowledge to finish the job

       11. ... when there seemed to be plenty of opposition, obstacles

4   Has positive mental attitude and behavior

     1. .... when your fellow workers/subordinates have been negative?

     2....  when a resigning employee is trying to dissuade your other co workers

             to fight the company

     3...   when you were late to come to work /office because of the traffic

     4....   when your group is pressured to collect/sell although it is not

             your job

     5.  .... when you have work to do and you spend some time on lectures

            and conferences

     6... you are in a party and everybody wants to be loose, get drunk and

           wild

     7... you have plenty of personal problems,  (broke inaway ng gf,magulang

          and you have difficulties in your job) and they  seemed to overwhelm you

     8.  ... when people around you are negative;  your boss teaches you to be 

         positive, but people in the house/your better half is negative

     9.... when prices are increasing and wages are not

   10...... it rains and is never weary and hard to get  a ride and you are hungry

   11... when you dont feel well and you have to drag yourself to a meeting  

           and you dont want to answer the MC because of the pain

  5. Leadership

     1.  ... your staff are working to finish a work, and you have to leave

         office early because of personal matter

    2. .... you have relative who wants to supply products that your company

        needs

    3..... a supplier has offered rewards, rebates to you personally if you buy

        your  products

    4. ... your top boss is ranting about poor work processes, and outputs

        you  personally do not see any...

    5.... one of the company values is learning; but personally you feel your time 

       is limited and you cant spend extra for more education

   6.    you are having difficulties with your prioritization and scheduling..

   7.... you are taking a day off on days that are particularly busy..

   8. .... your demanding bosses have SUV and you commute... You should

       have one too?

  6  Communication

        1. ... when you feel you are academically superior to your superior and you

       cant pay attention to his talk instruction...

        2....  when you seem to have your plate full in the flood of information

        3.... when you were bawled out because you failed to act on an email

        4. ... when you are busy the whole day and cant find time to open

              email. Cp

       5....  when your boss/customers like to send long sms viber messages

            and email to you

       6... when you and your company differ in religious belief and work ethtics

       7... when you dislike the business of your company but the pay is good

             so you stay;

       8. ... you had a meeting and after the meeting you realize you did not under

           stand the instruction

      9. ... you were asked to submit minutes of your discussion only to get

           comments that it is incomplete

7.  Respects and trust fellow officers

     1.   .... when you were chided for not knowing the names of staff in the  

           the provinces

     2...   when you quite slow in processing payments of your co workers

     3....  the language of staff from the provinces are different

     4....  there are challenges in communicating with provincial staff

     5... when the boss top guy of the  company is strict and disciplinarian and demanding

    6.  ...when the family members are running the show and they are delayed

         in their routine work; slow

  8.  Engaged in self improvement

     1.... you are slighted for criticism on your performance and suggestions are

        made;

     2.... when you feel that the demand for self improvement only benefits

         the employer

    3... that you cant keep up with rapid growth of knowledge which is really exponential

    4.  ... that to get promoted your have to submit a journal of learning and book reports; and there is simply not enough time

   5. ... multitasking is not simply possible, or having several job responsibilities

   6... that the modern management methods specify only one job for one person

   7.... that Americans are much better than Filipinos in management and they

      are the best.

9... Solution and problem solving oriented

     1.  ... when your boss asks for options/recommendation  when you have

          have problems

     2.  ... your boss does # 1 but ultimately makes final decision

    3..... when the sales are falling down and your estimate is there

             is no more solution;

   4....  there are times when problems are too overwhelming  and you 

        just have to give up

   5.  ... your family your colleagues contribute to your problems and difficulty

   6..... you ask why God gives you problem

   7....  that you conclude that the evil on this earth is simply too much and more and more people becoming bad and will dominate the earth

-x-x-x-x-x-x-x-x-x-x-x-x-x

Scoring sheet

Based on the questions you can rate the interviewee as

                                   HIRING WORKSHEET

Name of applicant                           Position Applied for          Date

 Mandatory Skills and Knowledge exams

       Obedience/comprhension

       Verbal

       Numerical

       IQ

       Essay

       One word exam

       Honesty                                                             Pass/fail

Background investigation

     School

     Neighborhood

     Past employer                                                     Pass/Fail

Work preference     A   B    C   D

Attitude  Scoring profile

                          Poor Fit                                          Right fit

                                      1       2       3       4      5     6      7

1.  Professional

2.  Customer empathy

3.  Is responsible

4.  Positive attitude/behavior

5.  Leadership

6.  Communication

7.  Respect

8.  Self Improvement

9. Action Oriented and

   Problem solving

Action requested:

HR 

Approved:                                                           Noted:

GM                                                                     SMD

Confirmed by Board in Resolution No...

                                  

                 .

 

--

PAGSASANAY SA TAGUMPAY (Training for Success)

YOU MUST ACKNOWLEDGE RESPOND TO THIS EMAIL...

COMMUNICATIONS PERFORMANCE IMPACTS  THE PE    (which is basis for promotions)

SETTING THE STANDARDS IN INTERMENT SERVICE

Innovation creates more wealth and more customers

  Jorge U. Saguinsin

  Be a BIDDA now

  RRURAC   (Read, Reflect, Understand, Realize Act, Check)

   YOUR OFFICES ARE OBLIGED ORDERED TO UPDATE  THEIR POSTS AT

    THE FOLLOWING SITES: (they have been placed here for your easy reference)

   

   Free Obituaries for Friends of Holy Gardens

   Free Obits for Holy Gardens Customers

   Archives for Holy Gardens Tributes

   Birthdate and death date anniversaries of dearly departed

   Holy Gardens Rewards

   Patsikot/SUV Promo

Notice:   This email address is a private property of Holy Gardens Group and its contents are private and confidential.    Its contents and attachment  may not be copied nor forwarded to parties other than the ones intended to,  nor can the contents be used other than the original intent  You are advised to delete the message you received if in case it may have been wrongly sent to your good office

--

PAGSASANAY SA TAGUMPAY (Training for Success)

YOU MUST ACKNOWLEDGE RESPOND TO THIS EMAIL...

COMMUNICATIONS PERFORMANCE IMPACTS  THE PE    (which is basis for promotions)

SETTING THE STANDARDS IN INTERMENT SERVICE

Innovation creates more wealth and more customers

  Jorge U. Saguinsin

  Be a BIDDA now

  RRURAC   (Read, Reflect, Understand, Realize Act, Check)

   YOUR OFFICES ARE OBLIGED ORDERED TO UPDATE  THEIR POSTS AT

    THE FOLLOWING SITES: (they have been placed here for your easy reference)

   

   Free Obituaries for Friends of Holy Gardens

   Free Obits for Holy Gardens Customers

   Archives for Holy Gardens Tributes

   Birthdate and death date anniversaries of dearly departed

   Holy Gardens Rewards

   Patsikot/SUV Promo

Notice:   This email address is a private property of Holy Gardens Group and its contents are private and confidential.    Its contents and attachment  may not be copied nor forwarded to parties other than the ones intended to,  nor can the contents be used other than the original intent  You are advised to delete the message you received if in case it may have been wrongly sent to your good office

Minutes of disciplinary interview with a ACMO at Region 1 regarding communications, preparing PDCA

TO       :   Hr

               Group Head-  New Project  - 

Question to be answered:

     How can the performance:  productivity and professionalism process of the new project be leveled up, improved

    IT IS ALL ABOUT BEING BETTER (5 PS:    PROFESSIONALISM, PRODUCTIVITY PROFIT, PROCESS AND PERSONAL IMPROVEMENT)

Situation, background reality

    1.  Very low sales the reason being the 3f has not approved the extension of 

         0 interest;

    2.  There are no additional staff the reason being that 3ffb has been slow to 

         act on applicants (the applicants sent did not pass qualifying exam).  We have

         approved the lease including the equipemtn

   3.  The response on Capt  Mou has been US (Unsatisfactory)

   4.  The PDCA sent on #1 was insufficient and there were comments:   the incumbent says that he has not corrected the same because there were no comments.yet.  But the comments were sent as soon as the first PDCA was sent.  When the comments were resent, the  incumbent insisted that he  has corrected but he hasnt.    Because:  the goals were not clear, the cost benefit analysis is non existent:  ie comparison with old dev cost and new dev cost after buying the drainage outfall at whopping 2.7 million

       There is  late email today, "Akala ko di nabasa pa March 15 email."   Even the March 15 was incomplete.!! 

  5.  It appears the emails are not being read (on the PDCA) and on responsibilities of CSS 2 and SFC.  The incumbent and their staff have not responded (as is the case of majority with regards to text and emails)

COMPLICATIONS/RESOLUTION

     A telecon was conducted by  and among the incumbent, SMD and director in charge of new project.

1. Was the email regarding Admin Plan of SFC and CSS 2 read?

    The incumbent said that he all ready instructed the staff to answer the email:

    COMMENT:

       1. IT IS NOT ENOUGH NA NASABI NAINSTRUCT.  The head must follow up and see to it that his instructions have been carried out.

    BESIDES AS WAS WRITTEN, the CMO has the primary responsibility over use  of

    cell phone and emails.  Therefore again as is often mentioned:  "The incumbent is 

    not aware

      2. Can he make his subordinates obey.  He said " I will talk to ______ (nickname -  therefore friend niya staff) His main focus is friendship rather than execution

      3.  Did the CSS 2 read the Administrative Plan where it is written in red that there 

      are certain deadline to be observed in finishing the IF.  The incumbent again could 

      not answer (because he has not read the  adminstrative plan and therefore could

      not be aware.

2. Preparing PDCA:

    1.  Does he know how to prepare a PDCA.  The process is described in the

         admin plan:

    2. Deficiency:

       1. Hindi clear ang inventory:  beginning, sold, ending inventory: total amount

       2.  Ano ang iextend:

           1.  How many plots?

           2.  Ano location

          3. Duration

    3.  Cost benefit analysis: (not discussed with the incumbent)

        Under the  pre Gonzales purchase, the development cost would be P91 million,  under the post Gonzales, development cost would be P57 million

              10,000 plots x 40,000/plot

      Gross Sales                      400,000,000             400,000,000

      Net Lot sales                     192,800,000            192,800,000

      Development cost                91,000,000              57,000,000

      GP                                   101,000,000             135,800,000

     Gain:                                                                 34,800,000

     The remaining inventory for the first part is about 1,400,x 30k  = 42,000,000

                        interest for 5 years at 5% per annum = 25 %         10,500,000

                        possible promo price expense 

                        % of the amount gained with the 0 interest  10,500,000/34,8000,000

                                                                                             =   30%

                     Is this justifiable:    throwing away 30% of what was gained in 

                     a project which involved purchase of property?   Was it worth throwing

                     away P10,000,000.

     This is not clear in DSM PDCA

SOME RESOLUTIONS:

1.  HR the cmos must be strictly enjoined to read and answer emails.    Allowances disbursement is our tool to leverage them to comply.  Do this well

2. Responsibilities for incumbent or entirely removed. be lessened and we seriously consider ending his employment for being irresponsible and irreverent; and frequently answering not being aware.  That he agreed to have MRS finish the PDCA is serious admission of incompetence 

3.  Dapat the incumbent trained him well. The trouble with HR and CDC they were not submitting progress report of training and the HR, including MC who failed on this assignment must be severely censured.     T he current CMO must be censured for not doing a good job of training (well makasarili din)

4. Let us not over estimate (as I did ) the capability of ex big company officers. They are just small cogs in a big wheel and then all of the sudden they have big responsibility.

5.  We have to grow our own officer.  It takes time and accelerated MT program does not work.

6.  Let us not only censure the current CSS but also subject him to CCD on record

THIS OFFICE AS OFTEN SAID BY PRRD30, WILL DESTROY IF YOU ATTEMPT TO DESTROY THE COMPANY I FOUNDED

FOR COMPLIANCE

P.S.

1.  In the immedate dismissal interview conducted last Monday March 26 2018 in their office:

     (and it was a big mistake in hiring, and being lax in having a training monitoring -  not done
       by current and past HR)
       1.  incumbent could not accept multi tasking;   and insists that the other assignments  are
            not his.  After we discussed "How to be a no limit person"

      2.  that he harbored ill feelings very negative towards superior;
      3.  that he did not consider corrections as learning and was very egoistical ie that he could
           not do wrong;
      4.   that he used his leadership to lead his troops to failure and being negative
      5.   he did not act the way he should at his level, despite training, mentoring training
            materials sent

    2.  That being ungrateful he and his kabaro would experience hardships and difficulties in life

We will discern applicants very well and interview him/her in depth and stay in touch until
puwede nang pakawalan.  Knowing the applicant well is important -  skype and distant interview
may not be enough.

   3.  That 3f jm staff, may be HR contributed to miscommunication and did not report the seeping
         seething negativism.   It did a very unsatisfactory job and must be replaced ASAP.   Hindi
         na nga nagperform, nakagulo pa.

HR MUST BE TRUSTED AND IT MUST DO ITS JOB WELL.

       

--

PAGSASANAY SA TAGUMPAY (Training for Success)

SETTING THE STANDARDS IN INTERMENT SERVICE

Innovation creates more wealth and more customers

  Jorge U. Saguinsin

  Be a BIDDA now

  RRURAC   (Read, Reflect, Understand, Realize Act, Check)

   Please visit the following sites:

   

   Free Obituaries for Friends of Holy Gardens

   Free Obits for Holy Gardens Customers

   Archives for Holy Gardens Tributes

   Birthdate and death date anniversaries of dearly departed

   Holy Gardens Rewards

   Patsikot/SUV Promo

Notice:   This email address is a private property of Holy Gardens Group and its contents are private and confidential.    Its contents and attachment  may not be copied nor forwarded to parties other than the ones intended to,  nor can the contents be used other than the original intent  You are advised to delete the message you received if in case it may have been wrongly sent to your good office

HR (People) Policies Part I - Recruitment V.2 December 11, 2013

"Pag gusto, may paraan; pag ayaw, maraming dahilan " BIDDA: " believe, inspire, dream, do, achieve"

Guiding principle:   "To be better than before, better than others, and to be the BEST ALWAYS!

People connect strategies and processes.  People come before strategies.  The commitment, teamwork of people assures strategic success.

Get the right people on board, get off the wrong people off the bus.

Get people with the right mindset and attitude.   You cant change attitude.  It is either you are born with it or not.  People are born, grow with their families in a particular situation over several decades.  You cant expect to train him to be productive overnight. or in a couple of months.  Even without defining moments, even in interviews and in meals, people will reveal their selves to you.

Whom do you hire:

1.  Office staff

2.  Contractors

3. Agents

Who has the responsibility to hire?

SBU heads, chiefs, or whoever is in charge;  most especially Marketing Coordinator, HR head, and Managing Director

People policies cover  4R

Recruitment

Retaining

Rewarding

Removing

A.  Recruitment:

     1.   Channels:

      1.  Walk in -  as seen in tarps, facebook, small bond paper ads.  The applicant just wants to have a job, any job.

      2.  Referral  -  the Chinese way.  They will only get employees who have been referred by a friend, relative or employee themselve or business associate.  It is safe that way because you can run after the one who referred the applicant to you.  There is no charge for referral

     3.  Job fair  -  A number of job fairs are held by local PESO, or an organization, or a recruitment company, or newspaper whose breadbasket is job wanted ads.

     4. Job portal  -  Sometimes we place ads on jobfinder, skills pages.   Link in is a rich source of recruitable personnel

    5.  Facebook and social media.   -  People do respond to FB, blog posts

    6.  Newspaper ads -  this used to work before and it cost a lot.

2. What to look for in a job seeker?

PIC

    1.  Passion -   Does he love what he do and loves what he do?

         1,  Does he have hobbies?

         2,  Does he have record of achievements?  Honors in college?

         3.  Is he willing to work for free for as  long as he like it?  Is he a member of civic or religious org?   Does he volunteer for free for relief and rescue?  Does he have advocacy?

         4.  Is he steadfast in people he loves?  Does he love to be people?

         5.  Does he stay long on the job?  Is he a job or relationship butterfly?

2.  Integrity?

         1.  Is there an internal consistency between his belief system and what he says?  What he does?

         2. Is honesty still the best policy, or species, especially human lie all the time?

         3.  What does he think of being prompt?

         4.   Does he maintain high standards of ethics and behavior?

        5.  What does he think of thinking only of self?  Is it Ok to get rich at all cost?

        6. What is the meaning of success for him?  Being rich or something else?

       7.  What does he think of milliionaire japayuki, BIR examiners?

       8. Given a choice, would you be a casino dealer?   Or a good paying job, that does not require you to work hard?

      9.  Do you dream of winning in lotto?  What would you do if you win in a casino?  Lotto?

     10.  Would you do something against your principle for P500,000?   P1M?   P5M   P10million

C. Competence?

     1.  What is his major?  Why did he take this major?

     2.  Does he still remember what he took up in college?

    3.  How are his grades?  Below average?  Average?  Above average?

    4. What is his favorite subject?  Why?

    5. Who is his favorite professor?  Why?

    6.  Who is his role model?  Why?

    7.  What did he learn from his past job?

    8.  Is he engaged in lifelong learning?

   9.  What are his skills?  Computer:    blog, excel, power point?

   10.  Machines operated?

   11.  Can he demo 9 and 10

  12.  Can he show samples of his work?

  13.  Test his problem solving abililty

  14. Give him puzzles

   15.  What were his problems in his past job and how did he solve them

16.  Did he lead people?  Describe his relationship

17.  Did he lead a project?  What did he learn?

18.  Tell us a book you have read?

19.  Does he have planning and execution skills?

20.  How about analytical skills

3.  Steps/ Processes

No nos for applicant:

    1.  In street clothes

    2.  Wearing tatoos

    3.  Body and face piercing

    4.  Smoking

    5.  Scantily dressed, unusual attire

     1.  Initial interview, prequalification 

          Ask the applicant:

          1.  Where did he find out the vacancy?  Why is he applying?  (Most of the time, he is shopping around)  You really have to dig deep into his motivation.

          2.  Where did he work before?  Why did he quit?  (You can find about his attitude)

          3.  What does he know?  What can he do for the company?

          4.  Is he healthy and in general check out his CV.  Are they well done?  Are there grammatical errors, spelling?  Did he sign his BP

        If everything matches out, he can be given an application form to fill out without the CV.

    2.  Check his application form vs CV.  Clarify the portion is he willing to work in the provinces, work on Sunday, join the PE

2.  Exam:  Schedule, preferably on an afternoon, and when the HR is not loaded exams:

     1.  Coverage:

           1.   One word exam.  Write as much as you can on one word.

           2.  IQ exam:   verbal, math, reasoning

           3.  Obedience exam.  If he wrote something else or did something else, send him home.  He is hopeless.

           4.  Honesty exam

           5.  Hemann total brain thinking exam. (to determine his inclination)

What to look for in the exam?

1.   Errors and erasure  - bad sign.  Do not hire;

2.  Not finishing the exam  -  lacks patience and persistence

3.  The one word exam.  If he wrote 2 or 3 sentences, he cant think or lacks thoroughness

3.   Interview - the most important part of the interview.

      1.  Serial interview  -  the applicant is sent to series of interview.  Any one who objects stops the interview process

     2.  Panel interview  -  a panel of three interviews the applicant.  This puts a lot of pressure on the applicant. The panel must be unanimous

    What to watch for the interviewee?

     1.  Before the interview  -  did he come before time?  Does he look prepared?  Did he give importance to this interview?  Did he wear nice clothes?   Did he shine shoes.  NO further interview if he comes late or did not come on the scheduled date, or he sets his own schedule of interview, or leaves while waiting for interview.

    2.  Behavior  -  does he text a lot, play games on his smarthphone.  Not a good sign

    3.  During the interview:

         1.   Does he look directly to the interviewer?

         2.  Does he take long to answer (he does not know, he is lying?)

        3.  Is he answering the question (tells much about his comprehension and communication skills

        4.  Doe he have good communication skills?

        5.  Is he confident?

        6.  Is he organized?  Does he ramble?  Does his mind wander?

4.  The job offer:

      1.  Salary and the job

      2.  Signing the job offer.

      3.  Giving him/her the list of requirements and the deadline

5.  The background investigation.   This is 50% of the recruitment process. This is a make or break for the applicant.  Reality bites.  Applicants lie.

Fill out all the blanks on the BI.

NO one starts with out the BI

6.  Documentary requirements and the 201 file:

   The applicant, before starting the training must submit the following requirements:

   1.  Photograph

   2.  Medical examination:  CBC, X ray and an MD certification that he is fit to work.  He must spend for his PE

   3. Transcript and diploma verified when submitting photocopy.

   4.  Certificate of employment (see original if he submits xerox) Obtain copy of clearance.

   5. Barangay clearance

   6.  Police clearance

   7.  NBI clearance (if he can not submit asap, he must submit prior to being promoted to Prob 2

   8.  Character reference and surety.  from at least 3 persons.  It contains this statement:  " I personally know _____________to be of good moral character, and I can vouch for him and I will stand as a surety for any liability he may incur now and in the future, with your company.  It must be addressed to a company officer

Policy for 201 files must be strictly inteviewed.  201 file must be checked and reviewed for change in status, performance review, and submission of book reports.  Dummy 201 files are maintained at SBUs