{"product_id":"applicant-interview-procedure-hrg104","title":"Applicant Interview Procedure | HRG104","description":"\u003ch2\u003eStreamline Your Hiring Process with the Applicant Interview Procedure Template Word\u003c\/h2\u003e\n\u003cp\u003e\u003ca href=\"https:\/\/www.bizmanualz.com\/wp-content\/uploads\/2013\/05\/easily-editable-in-ms-word.png\" rel=\"nofollow\"\u003e\u003cimg src=\"https:\/\/www.bizmanualz.com\/wp-content\/uploads\/2013\/05\/easily-editable-in-ms-word.png\" alt=\"edit-in-Microsoft-Word\" width=\"120\" height=\"121\" loading=\"lazy\"\u003e\u003c\/a\u003e\u003c\/p\u003e\n\u003cp\u003eAre you tired of sifting through stacks of resumes and conducting endless interviews? The Applicant Interview Procedure Template Word from Bizmanualz can help streamline your hiring process and ensure that you find the best candidate for the job.\u003c\/p\u003e\n\u003cp\u003eThis comprehensive template provides a step-by-step guide for conducting effective interviews, from preparing interview questions to evaluating candidates and making a final decision. With this template, you can:\u003c\/p\u003e\n\u003cul\u003e\n\u003cli\u003eCreate a consistent and fair interview process\u003c\/li\u003e\n\u003cli\u003eEnsure that all candidates are evaluated based on the same criteria\u003c\/li\u003e\n\u003cli\u003eSave time and resources by eliminating unnecessary interviews\u003c\/li\u003e\n\u003cli\u003eMake informed hiring decisions based on objective evaluations\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003cp\u003eThe Applicant Interview Procedure Template Word is fully customizable, allowing you to tailor the process to your specific needs and requirements. You can easily add or remove steps, adjust evaluation criteria, and modify interview questions to ensure that you are getting the information you need to make the best hiring decisions.\u003c\/p\u003e\n\u003cp\u003eWhether you are a small business owner or a human resources professional, the Applicant Interview Procedure Template Word can help you streamline your hiring process and find the best candidate for the job. Order your copy today and start building a stronger, more effective team.\u003c\/p\u003e\n\u003ch2\u003e\u003cstrong\u003eApplicant Interview Procedure\u003c\/strong\u003e\u003c\/h2\u003e\n\u003cp\u003e The Applicant Interview Procedure outlines a series of fair and objective methods for conducting interviews in order to find the best possible candidate. The applicant interview procedure also helps meet or exceed guidelines for equal opportunity employment and non-discrimination.\u003c\/p\u003e\n\u003cp\u003e The Applicant Interview Procedure applies to all hiring interviews conducted by all managers. \u003cstrong\u003e(10 pages, 2840 words)\u003c\/strong\u003e\u003c\/p\u003e\n\u003cp\u003e The main objective of the interview step in the hiring process is to make high-potential hires in order to increase the chance that the training, wages paid, and hiring costs will eventually produce a return on the company’s investment.\u003c\/p\u003e\n\u003cp\u003e The interview is a two-way street. It provides the Hiring Manager the opportunity to examine the candidate’s qualifications in order to determine their suitability for the position. But it also provides the candidate the opportunity to find out the requirements for the position, to learn about the company, its people and the work environment, and to present their skills and experience in the best possible light.\u003c\/p\u003e\n\u003cp\u003e \u003cstrong\u003eApplicant Interview Responsibilities:\u003c\/strong\u003e\u003c\/p\u003e\n\u003cp\u003e The \u003cspan\u003eHuman Resources Manager\u003c\/span\u003e should be responsible for coordinating the interviews and assisting the Hiring Manager in conducting interviews.\u003c\/p\u003e\n\u003cp\u003e The \u003cspan\u003eHiring Manager\u003c\/span\u003e should be responsible for conducting the interview process for all positions being filled within their reporting control. They should be fair and consistent in the questions asked and the manner in which all candidates are treated. The questions asked in the interview should address the candidates qualifications focusing on three criteria listed in this policy.\u003c\/p\u003e\n\u003ch2\u003e\n\u003ca href=\"https:\/\/www.bizmanualz.com\/wp-content\/uploads\/2013\/05\/applicant-interview-policy-2.jpg\" rel=\"nofollow\"\u003e\u003cimg src=\"https:\/\/www.bizmanualz.com\/wp-content\/uploads\/2013\/05\/applicant-interview-policy-2-258x300.jpg\" alt=\"Applicant Interview Procedure\" width=\"212\" height=\"246\" loading=\"lazy\"\u003e\u003c\/a\u003e\u003cstrong\u003eApplicant Interview Procedure Activities\u003c\/strong\u003e\n\u003c\/h2\u003e\n\u003cul\u003e\n\u003cli\u003eInterviewing Objectives\u003c\/li\u003e\n\u003cli\u003eResume Examination\u003c\/li\u003e\n\u003cli\u003eTelephone Interviews\u003c\/li\u003e\n\u003cli\u003eE-mail Interviews\u003c\/li\u003e\n\u003cli\u003eIn-Person Interviews\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch2\u003e\u003cstrong\u003eApplicant Interview Procedure References\u003c\/strong\u003e\u003c\/h2\u003e\n\u003cul\u003e\n\u003cli\u003eImmigration Reform and Control Act (IRCA) of 1986\u003c\/li\u003e\n\u003cli\u003eTitle VII\u003c\/li\u003e\n\u003cli\u003eAge Discrimination in Employment Act\u003c\/li\u003e\n\u003cli\u003eAmericans with Disabilities Act\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch2\u003e\u003cstrong\u003eApplicant Interview Procedure Forms\u003c\/strong\u003e\u003c\/h2\u003e\n\u003cul\u003e\n\u003cli\u003e\u003ca title=\"Job Interview Questions Template HRG104-1\" href=\"https:\/\/www.bizmanualz.com\/job-interview-questions-template\" target=\"_blank\" rel=\"noopener noreferrer nofollow\"\u003eEmployment Interview Questions Form\u003c\/a\u003e\u003c\/li\u003e\n\u003cli\u003e\u003ca title=\"Job Interview Worksheet Template HRG104-2 \" href=\"https:\/\/www.bizmanualz.com\/job-interview-worksheet-template\" target=\"_blank\" rel=\"noopener noreferrer nofollow\"\u003eInterview Form\u003c\/a\u003e\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003cp\u003e  \u003c\/p\u003e\n\u003ch3\u003e\u003cstrong\u003eINTERVIEWING APPLICANTS\u003c\/strong\u003e\u003c\/h3\u003e\n\u003cp\u003e Once you’ve identified qualified candidates, you should invite them in for an interview. The interview is an opportunity to:\u003c\/p\u003e\n\u003cul\u003e\n\u003cli\u003eMeet the applicant;\u003c\/li\u003e\n\u003cli\u003eExchange information;\u003c\/li\u003e\n\u003cli\u003eAsk additional, or more in-depth, qualifying questions;\u003c\/li\u003e\n\u003cli\u003eAllow the individual to ask their own qualifying questions (about the company, the job opening, etc.)\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003cp\u003e The interview is for assessing the applicant — and vice versa — and discussing both parties’ needs in detail.\u003c\/p\u003e\n\u003cp\u003e The interviewer must be careful not to ask questions that are considered confidential, discriminatory, illegal, or not job-related. Certain questions (about citizenship status, age, national origin, children, transportation, height, weight, disabilities, marital status, religion, military service, or housing) are off-limits, according to various privacy and rights laws. A sample (i.e., not an all-inclusive) list of questions one may “ask”\/“not ask” an interviewee is included in the \u003ca title=\"HR Policies and Procedures Manual\" href=\"https:\/\/www.bizmanualz.com\/hr-policies-and-procedures-manual\" target=\"_blank\" rel=\"noopener noreferrer nofollow\"\u003eBizmanualz\u003cspan\u003e \u003c\/span\u003eHuman Resources Policies and Procedures Manual\u003c\/a\u003e. In any case, open-ended questions are the best, in that they allow the applicant to provide answers voluntarily.\u003c\/p\u003e\n\u003cp\u003e An interviewer needs good interpersonal skills and should always keep thorough recorded (written) notes of the interview. A thorough interview record not only helps the applicant screening process — it can help defend the company if someone who’s not hired decides to take action against the firm on the basis of discrimination.\u003c\/p\u003e\n\u003cp\u003e Title VII of the Civil Rights Act of 1964 and other local and state laws prohibit the interviewer from asking questions that could be used to discriminate against an applicant on the basis of race, gender, or other issues. Make sure applicants know if there are additional applicants to interview and that a hiring decision will be made by an approximate date.\u003c\/p\u003e\n\u003cp\u003e  \u003c\/p\u003e","brand":"我的商店","offers":[{"title":"Default Title","offer_id":50564822040714,"sku":"HRG104","price":35.99,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0801\/3955\/0858\/files\/14948.png?v=1792964536","url":"https:\/\/shopvirexora.shop\/products\/applicant-interview-procedure-hrg104","provider":"Westvale Goods","version":"1.0","type":"link"}