Introduction
Methods of Evaluation
Hines employs various methods to identify and evaluate candidates for positions throughout the firm. There are two tracks for the application process. One of those are for internal applications and referrals. Internal Applicants enjoy the convenience of viewing jobs before they are open to external applicants (with the exception of referrals). Hines has an intranet which only current employees have access to. On the Human Resources page, there is a link for Internal Job Postings. Here, employees can view job postings in the North American region of the company. When an employee applies for an open position, it is a simple process. They must fill out a quick query form and attach their resume. The most difficult or nerve wrecking aspect of the internal application process is that employees are required to inform their immediate supervisor that they are applying for the position. Of course this is required not only as a courtesy but also because the Human Resources Department will call the applicant’s supervisor for a reference. By requiring an employee to inform their supervisor from the beginning, the supervisor is not blindsided by a transfer or by a call from HR regarding the applicant. However, at the same token, this may deter applicants from applying for positions because they are afraid of repercussions that may arise for wanting to transfer to another position/office. If an employee is referring an external applicant, then the process is even simpler. There is a short query to complete with a resume attachment. Within a couple days of applying on line, the internal applicant will receive an email from HR asking for a time to meet for a phone interview. In the phone interview, the HR representative simply asks the applicant about different responsibilities (which are largely taken from the job description) and how that