Hr Manager

Components of Executive Selection

A.CONTEXT of the Position in the Organization

1.Job interpretation The selection committee must go for givement on these elements:

the position requirements, relationships, scope and authority take aims
the outcomes required
interrogate and reference check questions related to the position

2.Organizational Culture and Information (values, narration, mission) These materials should be do available to the applicants prior to the interviews. Most importantly, the selection committee should agree on the mission, core values, and mission of the organization prior to interviews. You go away want an applicant that supports the organizational culture and mission.

3.Relationships and Roles Over and supra the position description, agreement on the nature of the group and cross-functional relationships is necessary. For example, what skills and experiences does the team lack? Selection criteria might include key skills that the applicant can bring to the team.

B.Background Information
Review these materials prior to the interview.

1. drill The company application commonly asks for education and job history as well as salary levels. The resume usually includes this information. Check for current phone, FAX, and e-mail numbers.

2.



Biodata This is a brief serial of questions aimed at understanding the developmental experiences that shaped the applicant. The answers to these questions are examined during the interview and through reference checks. [Sample attached.]

3.Resume and Job History This is the tralatitious two page resume usually provided with the application.

4.Work precedent A work sample typically demonstrates writing, organizational skills, and the applicants level of problem-solving, such as:

report the applicant has prepared inwardly the past six months
their philosophy of leadership with personal examples
work out they developed and administered
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