subject: The Interview/Job Analyst/Compensation Process [print this page] The Interview/Job Analyst/Compensation Process
The Interview/Job Analyst/Compensation
Kathryn Carrington
April 10, 2011
The Interview/Job Analyst/Compensation Process
What is an interview? According to author, Ivancevich, of Human Resources Management 11th edition, pg. 155, an interview is "a process of collecting data for the job analyst".
My company is small and does not have a formal compensation department, but does have a capacity of implementing certain individuals, who act as managers and who have a large involvement and knowledge of the process; these managers perform much needed human resource measures for the company.
Starrtouch Enterprises starts the interview process with a structured set of questions that are conducted by, primarily; project managers who are most knowledgeable about the job and about the functions that deal with the many different levels of rewards that are disclosed and distributed in respects to the exchanging of the performance of satisfactory and outstanding organizational goals. We base our interviews on a questionnaire process, mainly because it is the most inexpensive way of compiling information on proposed employees, in the least amount of time. We attempt to include decision making concepts, communication skills and social responsibility efforts, while allowing the development of performing skilled activities, physical activities, as well as, written techniques that reveal certain facets of vehicle and equipment knowledge that offers information aimed at the development of definite assets that would be brought to the company through the hiring of certain quality individuals. It is undoubtedly the job evaluation process that determines the value of one job in relation to another job in a specific organization that will ultimately ensure a fair job hierarchy and/or salary system. There are many different types of job evaluation systems to choose from. The most common are job ranking, factor comparison, point evaluation and job comparison methods that ensure that the right individuals are placed in the right job capacities. We must also note that according to the author Kelly, of the Rolling Stone article, Quintessential Careers, "Recruiters and career-service counselors around the country say that `today's college graduates should prepare for the increasingly popular behavior-based interview, because most recruiters rely heavily on gut feelings when making hiring decisions', this technique was developed to help employers focus on candidates' skills and past performance".
In attempting to create a summary of an interview and in revealing the type of job evaluation systems used at my place of employment (Starrtouch Enterprises, /http: www.starrtouch.biz), I must first share with the reader, the interview process in respects to our specific job title, which is- Construction.
Although construction is considered a blue-collar profession, the interview process is much more direct and professional. Ivancevich talks about the six sequential steps to job analyst, found on page 148, shown in exhibit 6-1. One should: "Examine the total organization and the fit of each job, determine how job analysis information will be used, and select jobs to be analyzed, collect data by ensuing acceptable job analysis techniques, prepare job description and prepare job specification". It is ideal for supervisory candidates to dress as if they are going into the office and not onto the job site, bringing with them, copies of resumes and project examples, pictures of completed construction projects and most importantly, the mindset to share their experiences to the interviewer in question.
It is important to note that, the interview process has to fully convey the experience and expertise of that individual who is seeking a position that warrants specific types of construction projects. It is always a good practice to describe the types of building techniques that an applicant has mastered, while keeping in mind that talking up accomplishments is a definite asset, especially when it will be the company who is conducting the interview, who will mostly likely be in the position of deciding which experiences are pertinent. While it may be evident that a construction company's central focus is to increase profits and reduce costs, it is always a good idea to reveal and/or provide examples of how one may have saved, a previous company, money. It is always a good choice to back up every claim of fame, with real-life examples and real life accomplishments, keeping in mind that, specific examples may be a way of demonstrating to the interviewer that you are not just grabbing accomplishments from the air. To address an actual job analyst one should describe jobs that will exist, adapt to rapidly changing business environments, create descriptions of jobs and write job details that accurately detail knowledge and skills.
Finally, as was stated earlier, Starrtouch Enterprises starts the interview process with a structured set of questions that are conducted by, primarily; project managers who are most knowledgeable about the job, keeping in perspective the important specifics that include, determining job rankings, classifications, evaluations and the factor comparisons; Nevertheless it is essential to note that: the ideal process of evaluating jobs and determining the value of a position within any organization, is thus, depending on that most important Interview process, which includes a Job Analyst and Compensation program that will be used by the individual company, organization and /or business in question.
Reference
Ivancevich, J. (2010). Human Resource Management (11th ed.). Boston: McGraw-Hill.
Kelly, K. (2001). Rolling Stone. Quintessential Careers. Iss., 67. (864) Abstract retrieved April 9, 2011, from ProQuest Direct database.
