Separate Facts from Inference

7) SEPARATE FACTS FROM INFERENCES One of the approximately important things during the process of interviewing the potential view for hiring them in trusted post or position in the organization is the interviewers essential be equipped with skills that they stand consort facts from inferences that they stick do earlier. What is fact? event is well-nighthing that can be proven by observation from cause to effect. An inference is something that is inferred, or implied, by the existence of two conditions.For this, both manager, supervisors and Human Resource representative should be trained to be a fact-gathering interviewer. The interviewers have responsibility to obtain proper data active the line of short letter that the applicant wants to hire. This is what the interviewer moldiness equip themselves because the prognosiss they meet for the first prison term must(prenominal) be screened thoroughly. The specific advancement to a fact-gathering interview will recko n on figure of things, including whom they argon interviewing with, their association somewhat the channel position offered by the organization itself, and their own personal preferences.Every interviewer must developed unique method in conducting a fact-gathering interview because incompatible production line post interview have different way or method in collecting facts from the candidates. As interviewers, they must cabbage collecting important fact from the candidates such(prenominal) as in the interview for the job as PTD (Pegawai Tadbir & Diplomatik). PTD is one of the posts in Malayan Civil go. It is administrative or executive power machinery in implementing policies and government finalitys to get hold of the objectives and goals of the nation.In fact, this service has its own specialized field, such as International Relations and foreign Af seemlys, National Security and Defence, counselling of selective information and Communication Technology, Administra tion and Regional development / Land / order / Local, Planning and complaisant Administration / Infrastructure, Human Resource charge and Organization, Economic Resource Management, Resource Management and Finance.This service is a major leadership role in a variety of ministries and federal departments as well as some state administration as Secretary General, Deputy Secretary General, handler General, Deputy Director General, State Secretary, Ambassador, and the District Officer. For selecting the most suitable candidate to pick out this critical job post in the government sector, the interviewers argon from the members of the Public inspection and repair Commission (PSC) who have received their pension. to the loftyest degree of them were in addition the former Head of Department in government bodies from grade 54 and above. For the interviewers, they must put in mind this is a further assessment session and the final exam stage of shortlisting from the previous stages, in which a potential candidate is evaluated for a future employment. An interview would be the final tool to evaluate and validate a candidates overall performance in the aspects of knowledge, skills and personality. The interview hopes to determine whether or non the applicant is suitable for the job.Thus, the interviewers job is to gather as much as they can facts, opinions and they will make ending based on what they have gained from the candidates. Most of the interviews gained facts based on the questions that have been dodge below 1. Educational cathode-ray oscilloscope 2. Family backcloth 3. Way of the candidates walk 4. Communication skills 5. sort in standing an argument from selected ideas 6. hypothecate have got All of the questions that will be asked such as educational and family background ar involve to know the suitability with the job sector that they will be post.The family environment factors are also service of process the interviewers to gain informa tion if the candidates have experience to live in a family who are from the government servants, so they are presumable can adapt well in the future job environment because of the word picture from their family. Looking into the way of candidates walk and their conversation skills will relate us to the mental development. For that, the interviewer must equip themselves with Human mental Knowledge.This is because, 50% of the accuracy of human behavior can be read from their walk of life style and communication skills. For the question on standing an argument from selected idea is where the interviewer treasured to collect fact from the candidates their knowledge about administration institution. Ask the candidates to list some information about current console members, who is the current Chief Secretary of brass or KSN (Ketua Setiausaha Negara), Head of Civil Service and etc. The fact about parliamentary system, government policies and current issues were also universe re corded. Question hat will be asked to gain candidate opinion can also be asked as excess information such as what are your life goals, why want to be PTD and what you want to be in the following(a) few years. 8) RECOGNIZE STEREOTYPES AND BIASES What is sort out? harmonize to Oxford Advanced Learners Dictionary, stereotype is defined as a frozen idea or image that m any(prenominal) large number have a extra type of a person or thing, which is very much not true in reality. Bias is defined as a strong feeling in opt of or against one group of populate, or one side in an argument, often not based on fair judgement.From those definitions, we can see that both conditions are usually occurring in the realm of hiring mess for certain job. These problems must be eliminated by the managers, supervisors and Human Resource representative during conducting any interview because preferring stereotypes and biases will resulting in hiring people that are not capable in doing their job alt hough the interviewer think the opposite. In the world of hiring workers, usually interviewers will involve in stereotyping when they start to form a abstraction of opinions about people of a wedded gender, scat, ethnic background, or appearance.These nuances of stereotyping have flourished in many conditions such as culture and everyday life, not forgetting organization and business world. Usually, interviewers use stereotype to make decision about hiring any person with shrimpy or no information about the person itself. For that, discrimination will spread over to happen because the interviewers (managers, supervisors and HR representatives) will not selecting a person with concrete conclusion and only based by sentiments.These are some examples of common stereotypes and biases that can be intentionally or unintentionally made by interviewers which could create problems such as not hiring suitable workforce needed by the organization thus creating liability and problems un der employment discrimination laws. * Stereotypes in advertising for candidates (example only selecting fresh graduates or only selecting worker for certain race because they are more hardworking. ) * Applicants appearances that make him/her seem unable to do job. * Refusing to pregnant women * People with disabilities and old people Younger people have high energy levels and are very vindicated to learning new technology. * Disabled or handicapped person should be employ for a short term period. * adult female and minorities cannot do certain job or do not want certain job. * Candidates, who are shy during the interviews, will not perform well on the job. 1 . http//wiki. answers. com 2 . (Stev e W. Schneider, n. d. pg 1) 3 . (http//imej. spa. gov. my/dev/pdf/ProfilingBasedRecruitment. pdf) 4 . ( Oxford Advanced Learners Dictionary, 2010) 5 . (ohioemployerlawblog. com, 2008) 6 . ( ohioemployerlawblog. com, 2008)