Travel Reference
In-Depth Information
•
Be alert to the interviewees' strengths and
letter of acceptance is received, those candidates who
were unsuccessful should be informed of the decision as
a matter of courtesy and to maintain the organisation's
professional image.
weaknesses;
•
Ask open questions which invite an answer other
than 'yes' or 'no';
Contracts of employment
•
Ask for information on future career plans. A
question often used at interview is 'where do you
see yourself in x years time?'
An employment contract is a written document that sets
out the terms and conditions under which a member
of staff is expected to work. By law all employers are
required to give employees, except those taken on for
less than a month, a written statement of their main
terms and conditions of employment within two months
of taking on the employee (or if at an earlier stage the
employee is required to work abroad for a period of
more than one month, the statement must be given
before he or she leaves). Particulars of the following
must be included in the statement:
•
Give applicants plenty of opportunity to reveal all
relevant information and ask any questions;
•
Avoid asking personal questions.
Activity 6.8
Imagine that you work in the human resources
section of a major cruise line. Working with a partner,
draw up a list of the questions you would ask if
interviewing candidates for the post of Children's
Activities Supervisor for the coming cruise season.
•
The names of the employer and the employee;
•
Job title or brief job description;
•
The date when the employment (and, if different,
the period of continuous employment) began;
This activity is designed to provide evidence for P3.
•
Wages or salary and the intervals at which they are
to be paid;
Psychometric testing
•
Hours of work;
Organisations sometimes ask candidates to take a test
as part of the selection process. This could be to test
keyboard skills, numeracy or geographical knowledge.
Psychometric testing is used by some organisations
as a tool to assess candidates for a specifi c job or
role. These tests are a way of assessing a person's
personality in a measured and structured way. The tests
come in many different forms and it can be extremely
diffi cult for candidates to prepare for them effectively.
Organisations believe that psychometric testing helps
them to recruit the right people with the right mix of
abilities and personal qualities.
•
Holiday entitlement;
•
Entitlement to sick leave and sick pay;
•
Pensions entitlement;
•
Entitlement of the employer and the employee to
notice of termination of employment;
•
Where it is not permanent, the period for which the
employment is expected to continue, or, if it is for a
fi xed term, the date when it is to end;
•
Place of work;
Of er of employment
•
Existence of any collective agreements that directly
affect the employee's terms and conditions of
employment, e.g. pre-agreed conditions negotiated
by a trade union.
If the interviewer or interview panel are sure that a
suitable person has been found, a formal written offer
of appointment can be made, subject to satisfactory
references and possibly a medical examination. The
successful candidate will be invited to reply in writing
that he or she accepts the offer of the job. Once this
The written statement must also include a note
giving details of the employer's disciplinary rules and
grievance procedures, although employers with fewer
