A research proposal regarding the need for an effective interviewing process in the private sector.
Written in 2007; 3,808 words; 8 sources; MLA; $ 104.95
Paper Summary:
This paper reviews and discusses effective interviewing in the private sector. The paper also proposes the need for research in the area of effective interviewing in the private sector. According to the paper, in today's globalized business environment, much of the hiring process is geared toward outsourcing or filling positions with individuals who work as 'virtual' assistants.The paper further discusses how when outsourcing hiring for these positions, new problems present as often the interviewer never actually meets the potential employee.
Outline:
Objective
Introduction
Statement of Thesis
Research Questions
Methodology
Data Collection and Analysis
Literature Review
Difficulties in Interviewing Identified by Edenborough (2004)
Rodger's 'Seven-Point Plan'
Munro-Fraser 'Five-Fold' Grading System
Talent Shortage
Three Models in Outsourcing the Hiring Process
Cost-Effective Solution
Benefits of Integration of External Skills Expertise Assessment
Outsourcing Builds Hiring Advantage
Summary of Literature Reviewed
Recommendations
From the Paper:
"A 'cost-effective' solution is stated in the work of Dolinsky to be that of outsourcing the hiring process, or at least the initial process in which skills are tested and initial screening of candidates occurs. This model is one that "assumes minimal involvement from the hiring company" and places emphasis on outsourcing in that after the external interview process the hiring company, who is in receipt of 'detailed skill assessment results and executive summaries" makes a selection of the candidates that it wishes to continue in the internal interview process. The second model presented in the work of Dolinsky is one that emphasized "Control" and is a model in which the company hiring is involved in the most of the process making decisions regarding interview structures, types and styles with interview termination decisions "made on results of interview iteration." (2006) It is held by Dolinsky that this is the most cost effective of the models presented. It is held that when the company hiring wants to make improvements to their hiring standards and establishment of hiring processes that "external expertise is invited to work with the hiring company's managers and developers" which combined the forces of interviewing. "
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