Traditionally, a number of applicants are rejected by the interviewers this first interview for a variety of reasons. Those remaining may be asked to undertake a designated test or task. Their performance may determine if they are asked to attend a second interview (the round of interviews’) ‘second The second round of interviews focuses more on the individual applicants and questions tend to address their individual ability, history, suitability, attitude, knowledge, and expertise. The focus of this round therefore tends to be ‘why should I employ you for this job?’ At the end of this second more applicants are commonly rejected The round is the final interview where difficult’ issued and questions ‘more are covered. It is the outcome of this of interview’ which determines the ‘round successful candidate for the job. Slide Slide No Trainer Notes Trainer recommends to trainees they should accommodate needs’ ‘special applicants if the workplace wants to discharge its EO obligations suggesting possible responses to special needs can include: Scheduling the interview at an appropriate time for the candidate to – accommodate their transport and other needs Providing certain documentation in large print for vision impaired applicants – Providing easy access or car parking to facilitate attendance at the interview for wheelchair applicants Determining if there is a need for assistive technology and taking steps to provide it where necessary. Slide Slide No Trainer Trainer continues to make recommendation to trainees about what they might do at interviews to accommodate needs’ applicants: ‘special Preparing to be sensitive to individual needs at the interview such as – focussing on looking directly at a person who lip reads Preparing and using visual materials and diagrams in cases where written material is inappropriate an interpreter, as appropriate including sign language – Allowing support persons to accompany the person being interviewed Including a needs’ person as part of the interview panel. ‘special
Traditionally, a number of applicants are rejected by the interviewers this first interview for a variety of reasons. Those remaining may be asked to undertake a designated test or task. Their performance may determine if they are asked to attend a second interview (the ‘second round of interviews’) The second round of interviews focuses more on the individual applicants and questions tend to address their individual ability, history, suitability, attitude, knowledge, and expertise. The focus of this round therefore tends to be ‘why should I employ you for this job?’ At the end of this second more applicants are commonly rejected The round is the final interview where ‘more difficult’ issued and questions are covered. It is the outcome of this ‘round of interview’ which determines the successful candidate for the job. Slide Slide No Trainer Notes Trainer recommends to trainees they should accommodate ‘special needs’ applicants if the workplace wants to discharge its EO obligations suggesting possible responses to special needs can include: Scheduling the interview at an appropriate time for the candidate – to accommodate their transport and other needs Providing certain documentation in large print – for vision impaired applicants Providing easy access or car parking to facilitate attendance at the interview for wheelchair applicants Determining if there is a need for assistive technology and taking steps to provide it where necessary. Slide Slide No Trainer Trainer continues to make recommendation to trainees about what they might do at interviews to accommodate ‘special needs’ applicants: Preparing to be sensitive to individual needs at the interview – such as focussing on looking directly at a person who lip reads Preparing and using visual materials and diagrams in cases where written material is inappropriate an interpreter, as appropriate – including sign language Allowing support persons to accompany the person being interviewed Including a ‘special needs’ person as part of the interview panel.
TG_Recruit_&_select_staff_refined.docx