The employee interview campaign has been created. The individual interviews will begin. How will everything go?
Who is concerned by this article ?
Managers as team managers and standard user as employees.
Step 1 - Preparation
The employee and the manager will be able to prepare the interview separately, by answering the questions defined during the creation of the campaign, assessing the skills and proposing an interview date.
As a Manager
Access : Individual interviews > My team interviews
The manager sees the list of interviews for which he is in charge appear. He can for each of them:
- Propose a date
- Access to the detail of the preparation
- Flagged is has done
By accessing to the detail (folder icon), the manager preparation page opens. It is there that he must answer the questions, which he can choose to publish or not.
The publication of the answers allows the employee to view them. Once published, they may no longer be modified.
As an employee
Access : About me > Interviews
The employee sees the list of interviews assigned to him/her. For each of them, he can access the detail (folder icon) to prepare it and propose a date.
The collaborator preparation page opens. It is there that he must answer the questions, which he can choose to publish or not.
The publication of the answers allows the manager to view them. Once published, they may no longer be modified.
Step 2 (if configurated) - Pre-assessment
If the pre-assessment step was selected by the administrator when the campaign was created, the employee and the manager will both be able to assess the level of skills associated with the employee's job.
They can choose to publish their respective pre-assessments or not, so that they can be visible to each other.
Once published, pre-assessments cannot be modified.
Note : if you need to print it, simply click on the printer icon
Step 3 - The interview
The interview is conducted at the date and time indicated in Eurécia. If the pre-assessment has been configured by the administrator, the manager and the collaborator compare their respective assessments.
Printing the preparation grid also makes it possible to follow the interview process in order to optimize its progress and not to forget any points.
Once it is completed, the manager must mark it 'completed' to proceed to the next step.
Step 4 - Final evaluation
The 'final evaluation' step appears at the end of the interview. The manager informs, in consultation with his collaborator, the level reached in each skill.
Step 5 - Objectives
Here, the manager chooses the objectives he fixes for his employee. This may include, for example, a change of position or skills development.
He will then enter, in the "skills" tab, the skills to be acquired or improved, as well as the desired level.
In the 'performance' tab, the manager can assign performance indicators (KPIs) to his employee (a turnover target for example).
Finally, in the tab "other objectives", the manager can set various objectives (follow the commercial training for example).
Step 6 - Conclusion
The manager fills in the conclusions of the interview by answering the questions defined by the administrator when the interview campaign was created. Finally, he confirms the interview.
Step 7 - Validation
The closed interview will then follow the defined approval cycle. By default, only the employee must approve or reject the conclusions of the interview.
However, it is possible to appoint additional people who will also have to validate the interview.
Access : Admin Area > Annual interviews > Interviews access
The first level of the approval cycle is necessarily the Manager; it is he the one who closes the interview and therefore validates it. The second level is the collaborator, by default (which can be deleted). We can then add more people who will also have to validate the interview, by choosing 'an appointed person'.
Keywords associated to this article :
Individual interviews - Annual interview - Steps - Evaluation - Objectives - skills assessment