Employment process/Stage interview

This is a process in which the personnel section informally choose workers through interviews two or more times in response to requests from the demand section always seeking workers.

After informal decision, a prospective employee receives a formal job offer approved by in-house circular. (Not covered in this business process.)

Summary

 * 1) An employee's application get received on the web.
 * 2) A person in charge of this matter confirms the received application, and conducts a documentary examination.
 * 3) The person in charge and the Personnel director interview the applicant. This is the initial screening.
 * 4) The person in charge is accompanied by two directors, and they interview the applicant. This is the second screening.
 * 5) The person in charge is accompanied by an administrateur, and they interview the applicant. This is the third screening.

(Note) When the applicant is rejected after one of the interviews, this process ends.

Participant

 * Personnel(personnel@company.com)
 * Director(personnel-leader@company.com)
 * Person in charge of recruitment(personnel-pserson@company.com)

Process owner
Person in charge of personnel(personnel-person@company.com)

Progression of this business process depends on abilities of the person in charge of recruitment because he/she plays a central part in this process.

Advantages

 * Progression rate of interview activity
 * Person in charge of personnel sometimes plays a central role and conducts business process. It is expected to speed up interview screening.

Disadvantages

 * Absence of check
 * The examination result is recorded at each interview. But, there is a possibility of insufficient validity because the person in charge of personnel makes a decision (For example, documentary examination, etc).


 * Vexatious complication of adjustment of interview schedule
 * Because the business process deals with one applicant, when there are a lot of applications, a lot of business processes will be executed at the same time.

Features

 * Correspondence to irregular applications
 * The person in charge can use this process when s/he constantly recruit unlike Employment process/Application notification, Prospective employee upper bound condition.


 * Efficiency of step by step screening
 * Minimum number of applicants participate in the examinations because the applicants proceed step by step from documentary examination to third screening.

Process diagram and process data
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