Separate Facts from Inference

7) SEPARATE FACTS FROM INFERENCES One of the most important things during the process of questioning the potential scene for hiring them in certain office staff or amaze in the presidency is the interviewers essential be equipped with skills that they can separate concomitants from inferences that they take over make earlier. What is fact? Fact is something that can be proven by nonice from cause to effect. An inference is something that is inferred, or implied, by the existence of two conditions.For this, each manager, supervisors and Human Resource representative should be trained to be a fact-gathering interviewer. The interviewers have responsibility to obtain proper information about the hire out that the applicant trusts to hire. This is what the interviewer mustiness equip themselves because the candidates they meet for the first time must be screened thoroughly. The specific approach to a fact-gathering interview lead bet on variety of things, including whom t hey ar interviewing with, their knowledge about the concern position offered by the organization itself, and their own soulal preferences.Every interviewer must developed ludicrous method in conducting a fact-gathering interview because different job smear interview have different way or method in collecting facts from the candidates. As interviewers, they must start collecting important fact from the candidates such as in the interview for the job as PTD (Pegawai Tadbir & adenine Diplomatik). PTD is one of the posts in Malaysian cultivated Service. It is administrative or executive director power machinery in implementing policies and governance decisions to achieve the objectives and goals of the nation.In fact, this service has its own alter field, such as International Relations and Foreign Affairs, National surety and Defence, heed of Information and Communication Technology, Administration and Regional Development / dry land / partition / Local, Planning and Socia l Administration / Infrastructure, Human Resource Management and Organization, Economic Resource Management, Resource Management and Finance.This service is a major(ip) leadership role in a variety of ministries and federal departments as well as some state cheek as monument General, Deputy Secretary General, Director General, Deputy Director General, State Secretary, Ambassador, and the District Officer. For selecting the most competent candidate to fill this critical job post in the government sector, the interviewers ar from the members of the Public Service Commission (PSC) who have received their pension.Most of them were also 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 stage of shortlisting from the previous stages, in which a potential candidate is evaluated for a prospective employment. An interview would be the final instrument to evaluate and v alidate a candidates overall actionance in the aspects of knowledge, skills and individualality. The interview hopes to de limitine whether or not the applicant is suitable for the job.Thus, the interviewers job is to gather as practically as they can facts, opinions and they exit make decision based on what they have shed light oned from the candidates. Most of the interviews gained facts based on the questions that have been outline on a lower floor 1. Educational background 2. Family background 3. Way of the candidates walk 4. Communication skills 5. tendency in standing an seam from selected ideas 6. Job fancy All of the questions that will be asked such as educational and family background are needful to know the suitability with the job sector that they will be post.The family environs factors are also helping the interviewers to gain information if the candidates have experience to live in a family who are from the government servants, so they are likely can adapt w ell in the future job environment because of the exposure from their family. Looking into the way of candidates walk and their communication skills will relate us to the psychological development. For that, the interviewer must equip themselves with Human psychological Knowledge.This is because, 50% of the accuracy of human behaviour can be prove from their walking style and communication skills. For the question on standing an argument from selected idea is where the interviewer wanted to collect fact from the candidates their knowledge about administration world. Ask the candidates to list some information about ongoing console table members, who is the current Chief Secretary of Government or KSN (Ketua Setiausaha Negara), Head of Civil Service and etc. The fact about parliamentary system, government policies and current issues were also being recorded. Question hat will be asked to gain candidate opinion can also be asked as spare information such as what are your life goals , why want to be PTD and what you want to be in the next few years. 8) certify STEREOTYPES AND BIASES What is stereotype? According to Oxford Advanced Learners Dictionary, stereotype is outlined as a fixed idea or image that some batch have a particular type of a person or thing, which is practically not true in reality. Bias is delineate as a strong feeling in favour of or against one group of people, or one side in an argument, often not based on fair judgement.From those definitions, we can see that some(prenominal) conditions are usually occurring in the realm of hiring people 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 although the interviewer think the opposite. In the world of hiring workers, usually interviewers will refer in stereotyping when they start t o form a generalization of opinions about people of a given gender, race, ethnic background, or appearance.These cultures of stereotyping have flourished in many another(prenominal) conditions such as culture and everyday life, not forgetting organization and business concern world. Usually, interviewers use stereotype to make decision about hiring any person with little or no information about the person itself. For that, favoritism will continue to happen because the interviewers (managers, supervisors and HR representatives) will not selecting a person with concrete evidence and only based by sentiments.These are some examples of common stereotypes and biases that can be intentionally or incidentally made by interviewers which could create problems such as not hiring suitable workforce needed by the organization thus creating liability and problems down the stairs employment discrimination laws. * Stereotypes in advertising for candidates (example only selecting fresh gradua tes or only selecting worker for certain race because they are more hardworking. ) * appliers appearances that make him/her seem unable to do job. * Refusing to pregnant women * mickle with disabilities and old people Younger people have high naught levels and are very open to learning new technology. * Disabled or handicapped person should be employed for a short term period. * Woman 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. &8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212 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)