HRM

CRITERIA DEVELOPMENT
AND RÉSUMÉ REVIEW &
Interviewing

VIRINICI V. MARTINEZ,
MPA

MODULE BAC 102

2
 A resume is a formal document that
RESUME provides an overview of your professional
qualifications, including your relevant
work experience, skills, education, and
notable accomplishments.

“A strong resume
communicates your
qualifications and
sets you up for
career success. “

OVERVIEW BAC 102

 Many HR professionals and
LEARNING
CRITERIA managers develop the
DEVELOPMENT criteria for hiring, as well as
CONSIDERATIONS
the interview questions,
before reviewing any
résumés. This allows for a
streamlined process with
SOLVING
specific guidelines already
set before reviewing a
résumé. For example,
criteria for a project
management job might
include the following:ut
 OVERVIEW 2023
A bachelor’s degree in
1 business or closely related
field
CRITERIA Ability to manage a team of
2 five to six diverse workers
For example,
criteria for a project
Ability to work on multiple
management job 3 projects at once
might include the
following:
 RESUME CRITERIA
By setting criteria ahead of time, the hiring team has a clear
picture of exactly what qualifications they are looking for. As
a result, it is easier to determine who should move forward
in the selection process. For example, if someone does not
have a bachelor’s degree, given this is a criterion, their
application materials can be filed away, perhaps for another
job opening.

Likewise, the HR manager can include those résumés with

two or more years of experience and bachelor’s degree in
the interview pile and then develop interview questions that
VALIDITY AND
RELIABLITY
The validity refers to how
useful the tool is to
measure a person’s
attributes for a specific job
opening.
 A tool may include any and
all of the following:
HRM 2024 1.Résumé-scanning
software
VALIDITY AND 2.Reference checks
RELIABLITY 3.Cognitive ability tests
4.Work samples
5.Credit reports
A tool may include
6.Biographical information
any and all of the
blanks
following:
7.Weighted application
forms
8.Personality tests
 LEARNING

INTERVIEW An interview is defined as a

formal and detail-oriented
conversation between
interviewer and interviewee.
It is a selection
SOLVING procedure
aimed to help employers
grasp the skills, and
scrutinise their personality
and character attributes.
TYPES OF INTERVIEW
1.Traditional interview. This type of interview normally
takes place in the office. It consists of the interviewer and
the candidate, and a series of questions are asked and
answered.
2.Telephone interview. A telephone interview is often
used to narrow the list of people receiving a traditional
interview. It can be used to determine salary
requirements or other data that might automatically rule
out giving someone a traditional interview.
 TYPES OF INTERVIEW
3. Panel interview. A panel interview occurs when several
people are interviewing one candidate at the same time.
While this type of interview can be nerve racking for the
candidate, it can also be a more effective use of time.
Consider some companies who require three to four people
to interview candidates for a job.
4. Information interview. Informational interviews are
usually used when there is no specific job opening, but the
candidate is exploring possibilities in a given career field.
The advantage to conducting these types of interviews is the
ability to find great people ahead of a job opening.
 TYPES OF INTERVIEW
5. Group interview. In a group interview, two or more
candidates interview at the same time. This type of
interview can be an excellent source of information if you
need to know how they may relate to other people in their
job.
6. Video interviews. Video interviews are the same as
traditional interviews, except that video technology is used.
This can be cost saving if one or more of your candidates are
from out of town. Skype, for example, allows free video calls.
An interview may not feel the same as a traditional
interview, but the same information can be gathered about
 Most interviews consist of many
LEARNING
types of questions, but they usually

INTERVIEW lean toward situational interviews

or behavior description interviews.
A situational interview is one in
which the candidate is given a
sample situation and is asked how
he or she might deal with the
situation. In SOLVING
a behavior description
interview, the candidate is asked
questions about what he or she
actually did in a variety of given
situations. wer and interviewee. It
is a selection procedure aimed to
help employers grasp the skills, and
 1.Recruit new candidates.
2.Establish LEARNING
criteria for which

INTERVIEW candidates will be rated.

3.Develop interview questions based
PROCESS on the analysis.
4.Set a time line for interviewing and
decision making.
5.Connect schedules with others
involved in the interview process.
6.Set up SOLVING
the interviews with
candidates and set up any testing
procedures.
7.Interview the candidates and
perform any necessary testing.
8.Once all results are back, meet with
the hiring team to discuss each
candidate and make a decision based
on the established criteria.
THANK YOU
FOR YOUR
ATTENTION!
5.3 Interviewing – Human Resource Management (umn.edu)

HRM BAC 102 2024