candidate selection - Fast, effective and global
almost every other leading companies through in filling skilled jobs personality tests.
Instead of a multi-day assessment center is now a large part of the (pre-) selection, but electronically.
The classic assessment process that could often last three days earlier, on the way out. It is usually only when filling managerial positions to train and hardly in the recruitment of college graduates: "Too expensive, too expensive and time consuming" to explain today HR managers in particular the service industries such as banking, insurance and consulting.
Internet-based pre-tests
Man is indeed still the focus, but take Internet-based pre-tests, the psychologists more and more of the groundwork. After the application, which also often received over the network, usually followed by an electronic test in which the candidates at home Sitting at the computer and, depending on job profile usually a numeric and a logical test must pass. Also, the test to give information about the social skills, is conducted online. These online tests are met with Patrick Vonwil from MPW human, psychology, business - consulting team, however, to criticism. He thinks little of it as a psychologist, as may be tampered with, in his view, these methods often. Therefore, the electronic pre-selection has the advantage that can be evaluated without great cost candidates from different countries.
Structured interviews
After the electronic test it then it personally. All candidates who took first hurdle will be invited for interviews. According to Stephan Peterhans by PricewaterhouseCoopers, these interviews are very structured and designed to cut the candidates to check the interpersonal components. These discussions are at PwC scientific support, but is not required everywhere. "This brings the end of at least an equal validity as a full-day assessment center," says the Swiss Human Capital Territory Leader of the industry leader. To check the first personal impression, PricewaterhouseCoopers invites applicants for a second time. Really interesting is when the test and the personal impression of complete contrary fail. to "You have to drill and follow up on whether a candidate has moved or whether he was the first interview in a strange condition." The second interview provide clues about where to go more needs in depth. The MPW team provides advice, the significance of the interviews in question if they are purely behavioral or when only questionnaires are used. "On a serious process includes a detailed discussion, attended by several interviewers. The increased
"the validity, says Patrick Vonwil. He warns, however, also warned that strong, especially in interviews, the subjective perception in the foreground and thus the risk of Misconceptions is relatively large.
lack of professionalism
Psychology Professor Willibald Ruch of the University of Zurich regrets that the economy, the large sums of personality tests issues, not to be working with scientists, benefits that have the necessary instruments for implementation, evaluation and interpretation. Thus, there are experts who produce the short answer 12 questions in a 30-page analysis report. "An amazing increase of knowledge," grins Ruch. That so many are not scientifically trained assessment consultant romp on the market is, not least due to the psychology, which did not have the ready to create tools that are needed in practice
.
FACTS
assessments until management level
IBM
The employment of graduates in traditional assessments are generally not an issue. At IBM, one knows not at all formal assessments. Applicants must satisfy in a personal meeting with supervisors, supported by a personnel specialist. You must solve one or more case studies, a process by which the capability can be checked by complex interactions, Susan Orozco says of the media relations. Only if an employee later seeks a career in management, IBM leads through an assessment.
ABB
This assessment shall be performed only at management level. At the high school and college candidates for the trainee program at ABB takes place, however, a selection-Assessment.
Swiss Life
in personnel recruitment "refers to the Swiss Life also not of assessments, as would be used for all functions of various structured and standardized testing, said spokeswoman Irene Fischbach. Only in exceptional cases, the insurer also leads by an internal or external selection individual assessment, which also in the recruitment for the Swiss Life talent pools, which are also existing employees be addressed.
Kuoni
The travel agent uses only assessments from external candidates are to apply for a career in higher management or for internal managers that are eligible for higher senior management positions.
Coca-Cola Beverages
The company assessments are in the recruitment and development is only one factor among many. In the area of recruitment they have for Coca-Cola the most benefit for positions at management level or in upper management, so Pia Lehmann of Coca-Cola
Public Affairs.
Interview Individualize and shorten process "
UBS recruited each year around 220 graduates and 200 trainees who are still under study. How important is an assessment in this process?
Chantal Garamszegi-Braegger: For a year we fared in the graduates from the classic assessment center. This "final check" it was about personal skills, teamwork, innovation, dynamics to be rechecked. We have always invested a whole day. This has delayed the decision strong.
in which direction the new process? Garamszegi: We follow a more individual approach and have shifted the weight more in the pre-selection phase. That means we make more analytical tests and a personality test, followed by some interviews. Date completed, the candidate two exercises, however, extend the assessment similar.
What happens in the pre-selection phase?
Garamszegi: If the candidate is eligible, we will start the pre-screening online test. The applicants completed at home at his computer numeric and logical test. Then there is a personality test, again online. It's about the assessment of personal skills. The submitted data is passed on to the recruiter. If this hurdle, the candidate will be invited for interviews, the first in the Recruiting Team be made and then a local government department. With the expertise of specialist positions is often verified in interviews and additional tests.
How would you describe these tests in practice?
Garamszegi:
The candidate source, according to us a case study and has taken 70 minutes to
available. During this time he must get an overview and collect the relevant information they need to process the case. The candidate presents his result by hand, because he suddenly asked, for example, the spot on the line to do so. Other exercises are role-play or presentation. The selection of exercises is depending on the post and competence.
How important when choosing the presentation and the role play?
Garamszegi:
The candidate is presented with a topic-related information to. For the presentation of the solution
him to stay for 20 minutes. Then there more questions and answers that will show what considerations the candidate has made. The whole thing takes place in English. Role play, he must empathize with a professional situation. This involves aspects such as problem analysis, communication, social skills.
Thursday, February 22, 2007
How Can Tell Me What Figurinei Have
Internet at work: Big Brother is watching you!
Internet at work: Big Brother is watching you!
rules on the use of the Internet at work and mail traffic are quite different from the banks. While some rely on faith, there are other restrictive provisions. UBS has the use of Internet and e-mails at work the subject of a transfer, the group-wide globally and is applicable to all UBS employees. The law regulates the use of the Internet as a tool for information gathering, the use of interactive media on the Internet and the penalties for illegal or inappropriate use of the Internet. Occasional private use, for private browsing and e-mail and private phone calls, UBS is the responsibility of the employee. This means that private browsing and e-mailing is allowed, if the time required is negligible and the job performance is not compromised. At Vontobel occasional private use of the Internet and e-mail service is permitted. The line managers are responsible for a moderate private use by those beneath them responsible. At Credit Suisse internal instructions are for the use of Internet and e-mail. The private use is permitted on a limited scale. Restrictive rules are Internet at work: Big Brother is watching you!
The Zurich Cantonal Bank to regulations governing use of the Internet including e-mail traffic. In principle, Web Services are used only for business purposes. In a narrow range ZKB tolerated non-business use, provided it arises from any damage. Bank Coop has a transfer, in which the user should be aware that the bank monitors the traffic to the Internet and by what methods. All employees have access to the Internet. Internet access with e-mail is for work purposes. The private e-mail traffic can be handled strictly.
The Raiffeisen banks is an instruction that governs the use of Internet services. The private use of Internet services is kept to a minimum and must not conflict with the statutory and contractual provisions.
due diligence of the employer even if UBS ownership the staff is stressed, also sought protection from abuse. The Group-wide transfer strictly forbidden to use the Internet in an illegal or inappropriate manner, ie illegal, unethical, racist or pornographic sites to surf. All employees who accept the provisions contained in this instruction, a personalized Internet account. This enables them to access the Internet. UBS takes the duty of care in dealing with the internet very seriously and will sporadically through the audit. The procedure for internal investigations is clearly regulated and restrictive. This may be done only by specially designated person and must be approved by the Senior Management. There is evidence of an Internet abuse, carefully and often personal clarified whether this is possibly also done unknowingly or unintentionally. If abused, depending on the case, the possible in the teaching of promised sanctions, referrals, partially withdrawing the bonus, or dismissal. Confidence, information and awareness Raiffeisen lives a culture of trust. It is generally assumed that the employees deal responsibly with the electronic instruments. Moreover, it is up to the boss, to have an eye. Happened yet an abuse, the consequences depend on the severity of the offense. This will consider whether it a first-time offense or a repeat case. The sanctions after considering all the aspects set. Credit Suisse is to inform and educate employees. In addition, technical measures are used, such as URL filtering. Violations of disciplinary action be taken. In extreme cases, can be a dismissal.
collected statistics on the amount of data of individual employees
Bank Coop Internet, e-mail communications of employees. It is levied, the amount of data (megabytes) and mails the employee sent to which addresses, which URL he has visited and how much data he has downloaded from there. The contents of the mail is the employer is not noted and also the content of the pages is not checked. However it can also be the address to conclusions. Once a year these amounts will be evaluated statistics. A list of employees with above-average values is sent to the competent member of the executive, which decides how to proceed. Depending on the severity of the abuse, the penalties vary from admonition to dismissal. Monitoring regulations to regulate
The ZKB the service and salary policy, that the ZKB the activities of their employees can record and monitor the internet. Violations of the nternetnutzungsvorschriften be triggered with a copy to the employee, the supervisor and reported to disciplinary measures. Predetermined rules of use, combined with IT technical arrangements to be applied at Vontobel.
will also logs all Internet access and e-mail communications of employees. In violation of the law in connection with the use of resources and computer science in violation of instructions provided personal legal sanctions to be taken. remain the law enforcement and civil claims reserved. -----
The legal rules. It is the responsibility of management, a written rules about Internet use at work to create. This corresponds to the transfer of the employer under Article 321d OR. If private use of the Internet have allowed to observe the employees of the due diligence and fiduciary duties (art. 321a), ie, they may cause harmful interference, and have legally protected interests of the employer as business secrets to be considered. All parties have to apply the provisions of the Privacy Act and the Data Protection Act, whereby international data protection regulations are observed. The employer must provide a
technical protection that meets the current and previous models. According to Article 328b OR the employer may process data about employees only where their suitability relating to the employment relationship or the implementation of the employment contract are required. The contents of private e-mails are off limits to the boss, even if the private use of e-mail banned in the workplace. Regulation 3 of the Labour Code (Article 26) prohibits specific conduct workplace surveillance with surveillance programs. Permits are technical measures and logs to perform random and anonymous inspections. Incoming business e-mails, such as requests from consumers, should be controlled by the supervisor. He may take in the e-mail box of absent workers insight, but this should inform in advance. Personal checks are only allowed, if first there is a written surveillance rules and the second was found in an anonymous control abuse. The workforce must be informed in writing. If bullying through the intranet or e-mails committed, the employer has the right to intervene and even the duty, under Article 328 of OR, which requires the protection of personality. A law enforcement is always reserved for criminal justice agencies. The employer must identify any suspects, but only secure evidence, if necessary for the display of the suspected person führt.Weitere information can be found on the website of the Federal Data Protection Commissioner
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http://www.edsb.ch/d/themen/index.htm
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