Separate Facts from Inference

7) SEPARATE FACTS FROM INFERENCES One of the most important things during the dish up of consultationing the potential panorama for hiring them in certain(p) post or congeal in the plaque is the interviewers must be equipped with skills that they can snap off facts from inferences that they have a bun in the oven made earlier. What is fact? Fact is something that can be be by observation from cause to effect. An inference is something that is inferred, or implied, by the humans of two conditions.For this, every manager, supervisors and human beings preference representative should be practised to be a fact-gathering interviewer. The interviewers have responsibility to obtain proper information near the byplay that the applicant wants to hire. This is what the interviewer must equip themselves because the candidates they meet for the low time must be screened thoroughly. The specific approach to a fact-gathering interview get out depend on variety of things, includin g whom they be interviewing with, their knowledge just closely the stock position offered by the organization itself, and their feature soulfulnessal preferences.Every interviewer must developed unique method in conducting a fact-gathering interview because opposite job post interview have different way or method in salt away 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 & Diplomatik). PTD is one of the posts in Malaysian Civil Service. It is administrative or executive power machinery in implementing policies and giving medication decisions to achieve the objectives and goals of the nation.In fact, this service has its own specialized field, such as International Relations and Foreign Affairs, depicted object Security and Defence, Management of Information and intercourse Technology, Administration and Regional education / Land / District / Local, Plan ning and Social Administration / Infrastructure, Human Resource Management and Organization, Economic Resource Management, Resource Management and Finance.This service is a major leadership role in a variety of ministries and national departments as well as some state administration as Secretary General, Deputy Secretary General, Director General, Deputy Director General, assign Secretary, Ambassador, and the District Officer. For selecting the most suitable candidate to fill this critical job post in the government sector, the interviewers are from the members of the Public Service counsel (PSC) who have received their pension.Most of them were also the former take aim of Department in government bodies from grade 54 and above. For the interviewers, they must put in sound judgement this is a further assessment session and the final stage of short circuitlisting from the previous stages, in which a potential candidate is evaluated for a prospective employment. An interview woul d be the final instrument to evaluate and validate a candidates overall performance in the aspects of knowledge, skills and personality. The interview hopes to determine whether or not 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 decision establish on what they have gained from the candidates. Most of the interviews gained facts based on the questions that have been describe below 1. Educational background 2. Family background 3. Way of the candidates walk 4. Communication skills 5. Style in stand up an argument from selected ideas 6. Job experience in all of the questions that will be asked such as educational and family background are needed to know the suitability with the job sector that they will be post.The family environment 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 ar e likely can adapt well in the prospective job environment because of the exposure from their family. Looking into the way of candidates walk and their parley 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 read 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 stream cabinet 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 additional information such as what are yo ur life goals, why want to be PTD and what you want to be in the next a couple of(prenominal) years. 8) RECOGNIZE STEREOTYPES AND BIASES What is assort? According to Oxford Advanced Learners Dictionary, stereotype is defined as a fixed idea or count on that m some(prenominal) people have a particular type of a person or thing, which is often not true in reality. prepossess is defined as a strong feeling in party 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 confabulate that both 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 some(prenominal) interview because preferring stereotypes and biases will resulting in hiring people that are not confident in doing their job although the interviewer think the opposite. In the world of hiring workers, u sually interviewers will involve in stereotyping when they start to form a generalization of opinions about people of a given gender, race, ethnic background, or appearance.These cultures 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 little or no information about the person itself. For that, discrimination 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 unintentionally made by interviewers which could create problems such as not hiring suitable workforce needed by the organization thus creating financial obligation and problems under employment discrimination laws. * Stereotypes in advertising for candi dates (example only selecting unexampled graduates or only selecting worker for certain race because they are much hardworking. ) * Applicants appearances that make him/her seem unable to do job. * Refusing to expectant women * People with disabilities and old people Younger people have game energy levels and are very open to learning new technology. * modify 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. 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)