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Purpose of an Interview Essay Sample

Purpose of an Interview Pages
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An interview aims to gather information about an applicant, present a realistic description of the position, ensure a fair selection process, establish adequate records in the event that the hiring decision must be justified, and determine whether the candidate would succeed in the position. While the resume may give a basic outline of an applicant’s knowledge, skills and experience, the interview allows you to get more detailed information as to whether this candidate is right for your workgroup knowing that selecting a wrong person for any job can be costly

Employment interviews are a vital function and should not be “squeezed in.” In this case, Thompson Manufacturing may have lost a very good candidate because Sheila did not really have time to talk with the applicant. Sheila like too many interviewers allows the interview to become disjointed by not taking steps to prevent interruptions. To avoid interviews like this one, Sheila should be encouraged to minimize interruptions and distractions, avoid outside interruptions, and hold all phone calls and messages. 1. Minimizing Distractions

* The simple act of closing a door will often be enough to minimize distractions (Office door should be closed), while moving to a new location where there are no phones, loud speakers or other distractions has proved to be the most effective course of action.

2. Put calls and messages on hold

* Having the secretary hold all non-emergency calls
* Having the request that cell phones and personal communication devices is turned off during the interview.

3. Don’t interrupt unless there is an emergency
* Of course, some interruptions cannot be avoided. For example, if the “small problem on line number one” was urgent and need her help, Sheila would have to take care of it.

Having a smooth-flowing interview is important as it allows continuous exchange of ideas and conversation. Any disruption to an interview is not just annoying, but also disrupts the flow of ideas, thus interrupting the “train of thought.” This interruption can be a cause of delay in a certain project. Delays like these can be very costly especially in the professional world where time is of extreme importance. Such mistakes may result in firm losing prime candidate

2. The reasons are twofold. First the applicant will be working for Sheila if he is hired, where Sheila knows better than Pete in what will be expected. In Addition to that she can sense whether she will get along with the applicant because of her daily follow up with the employees and direct contact and communication to solve any problem in her department. Since Sheila is the production manager this allows her to know the job description and specification and what kind of employee required for the position offered in her department, so she will be able to ask the right questions during the interview, discover if this employee is at the required level and then select the more qualified candidate for a particular job and the one who is truly interested in the available position. Second, when Sheila makes the selection decision, he is more likely to be committed to it.

While Pete his main concern is to identify the Matching the internal and external supply of candidates with job openings anticipated in the organization over a specific period of time in a way helping the firm achieving its strategic goals. His main strategy is to find effective and innovative ways to recruit and find the qualified candidates for the vacant positions by obtaining the information needed about job specification and description from the manager of the respective department and this assures that the right person to make the selection decision in this case is Sheila.

In many organizations, line managers are performing duties that had previously been done by human resource professionals, such as employee selection. All Managers are HR managers?!

HRM Incident 2: But I didn’t Mean To!

The interview is the cornerstone of the hiring process. It enables you to assess on a more subjective level whether the applicant would be a good fit. However, the interview process is also the one place where your need for information sometimes conflicts with a job candidate’s right to privacy. That is why it is imperative that questions are lawful and are asked in a nondiscriminatory manner. Do not ask questions that could lead to the disclosure of unwanted information, particularly information about an applicant’s age, disability, religion, national origin, citizenship, gender, race, or marital status. Conducting a proper interview is critical for deflecting frivolous unfair labor practices charges and employment discrimination claims.

David should not have made inquiries about the applicant’s children. It is probably true that David would not have asked a man the same question. By asking the question, it then becomes prima facie evidence of intent to discriminate. When the candidate began volunteering personal information not related to job, David should steer conversation back on course in that way he wouldn’t went into discrimination and a lawsuit.

Amanda should inform David about what are the acceptable and prohibited pre- employment inquiries regarding Family status, where the acceptable pre-employment inquiries are: whether applicant has any activities, commitments, or responsibilities that might prevent him or her from meeting work schedules or attendance requirements, noting that these questions must be asked of both men and women, or of neither. While the prohibited pre-employment inquiries are: you should not inquire about whether the applicant is married or single, number and age of children, spouse’s job, spouse’s or applicant’s family responsibilities, child care responsibilities, support orders, pregnancy, etc. You shouldn’t direct questions to applicants of a particular sex like asking women about child care arrangements, or asking men about child support obligations.

The company is now in a position that they must show that they did not discriminate. There is something to the lawsuit. Once a complaint has been filed the agency involved will investigate to determine if the complaint is justified. If it is, they will continue with the appropriate legal proceedings.

Discrimination can occur in the job interview process. Many employers do an excellent job running structured interviews that ensure selection of staff is based on the job requirements. However, understanding the rights of the applicant, knowing what questions cannot be asked, and what to do in the event of possible discrimination can help protect the individual’s rights during a job search HRM Incident 3: Training at Keller-Globe

Training is the process of enhancing the skills, capabilities and knowledge of employees for doing a particular job. Training process improve the thinking of employees and leads to quality performance of employees. It is continuous and never ending nature. It’s crucial for organizational development and success. It is fruitful to both employers and employees of an organization. An employee will become more efficient and productive if he/she is trained well. Keller-Globe evidently has a good handle on what good training involves. The training director is heavily involved in the entire process. Evidently there is considerable support for training that is a priority for top management. Also, it is evident that the training manager wants to make the job of the line manager, Lou, easier. The training that Lou and her workers will receive is a form of just-in-time training, where the existing employees are trained to refresh and enhance their knowledge.

If any updating and amendments take place in technology, training is given to cope up with those changes. For instance, purchasing new equipment, changes in technique of production, computer impartment. The employees are trained about use of new equipment and work methods. Keller-Globe’s approach to training was very beneficial and fruitful because: * This training will help employees to get job security and job satisfaction. The more satisfied the employee is and the greater is his morale, the more he/she will contribute to organizational success and the lesser will be employee absenteeism and turnover. * A well trained employee will be well acquainted with the job and will need less of supervision. Thus, there will be less wastage of time and efforts.

* Errors are likely to occur if the employees lack knowledge and skills required for doing a particular job. The more trained an employee is, the less are the chances of committing accidents in job and the more proficient the employee becomes. * Employees acquire skills and efficiency during training. They become more eligible for promotion. They become an asset for the organization. * Training improves efficiency and productivity of employees. Well trained employees show both quantity and quality performance. There is less wastage of time, money and resources if employees are properly trained.

It is obvious that the training director at Keller-Globe is a true professional in his approach to training.

The quality of employees and their development through training and education are major factors in determining long-term profitability of a small business. If you hire and keep good employees, it is good policy to invest in the development of their skills, so they can increase their productivity.

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