DQ: Organizations may have developed a detailed interview process with standard questions for each position, pre-employment assessments, and other selection tools
HRM 635 Topic 3 DQ 1
DQ: Organizations may have developed a detailed interview process with standard questions for each position, pre-employment assessments, and other selection tools
Organizations may have developed a detailed interview process with standard questions for each position, pre-employment assessments, and other selection tools. Specify one standard interview question, including the job title. Discuss why you developed this question and the response you would expect a potential candidate to provide.
A crucial part of the employment hiring process is asking candidates a set of pre-screening interview questions. These questions should help you determine if the candidate might be a good fit for the open position before you call them in for an in-person interview. Conducting a pre-screening phone interview can help you narrow down your candidate pool and speed up the interview process. Pre-screening questions are a great way to get a first impression of potential candidates, learn about their interpersonal skills, and go over the basic requirements of the job before you spend time conducting an extensive interview. During a pre-screening interview, you can learn the applicant’s necessary information to determine how well they meet your required criteria. You can also get a first impression of the person, which you can add to notes for other team members who might also interview the candidate. Employers give pre-employment tests to see if your skills match the requirements within the job description. For example, if an employer is hiring for a copywriter position, they might administer a writing test to find out if your skills match their expectations. An employer may decrease their company’s turnover rate if they hire someone who passes a skills test because it shows how an applicant can apply their knowledge. This is why an organization has to prepare a well-detailed and planned structured interview before hand.
Specify one standard interview question, including the job title. Discuss why you developed this question and the response you would expect a potential candidate to provide. Assuming, my organization is hiring someone who has professional office skills, this is the question we should ask:
What do you think is the most important factor in managing an office effectively and efficiently? Explain how you have done this in the past.
What is your approach to problem-solving? Give an example of where your approach has been effective.
What experience do you have with interpreting policy and disseminating guidelines and developing procedures for others? But
DQ Organizations may have developed a detailed interview process with standard questions for each position, pre-employment assessments, and other selection tools
for interpersonal skills, we should ask:
What are your strengths? What are your weaknesses?
Describe experience supervising other employees. How do you measure your effectiveness in this area?
What would your last boss say about you?
Describe how you like to be managed, and the best relationship you’ve had with a previous boss.
What do you do when you know you are right and your boss disagrees with you? Give me an example.
If your colleagues had an opportunity to tell us your primary strength-what would that be? And, your primary weakness-what would that be? For leadership, we would ask:
How would you describe an ideal supervisor?
What strengths did you rely on in your last position to make you successful in your work?
As a supervisor, it is essential to motivate employees in your area. Sometimes this must be done using non-monetary means. Please describe some creative ways you have motivated and recognized employees in the past non-monetarily. And finally, for management, we would ask:
Define professional behavior and/or conduct appropriate in the workplace.
Why do you think a team of people – sports team, work team, may not work well together?
Tell us about your management style – people, teamwork, direction?
Describe an ideal supervisor.
What is your own philosophy of management?
How have you participated in planning processes?
These questions are from the Huma Resource Management System, and it covers all the requirements needed to display before an employee is interviewed or hired.
References:
Doll, J. L. (2017). Structured interviews: Developing interviewing skills in human resource management courses. Management Teaching Review, 3(1), 46-61. https://doi.org/10.1177/2379298117722520
Dessler, G. (2016). Human Resource Management (15th ed.). Pearson Education
Thanks for weighing in on our HR topic of interviewing.
I want to broaden our discussion beyond interview questions to other legal aspects of interviewing and hiring and get your thoughts. I mentioned in a previous thread that I have trained executives in effective interviewing. We will discuss this more in future weeks, but the interviewing process is extremely important. Not only does effective interviewing help organizations to get the right people in the right positions, but it can be a proactive way to reduce employee turnover, as well. However, the hiring process is also one of the areas where many organizations get into legal trouble. Because many organizations do not have the tools in-house to develop effective interviewing training, it can be very helpful for a company to hire an outside consultant or training organization to train managers and executives in, not only in effective interviewing techniques, but also in the legalities and guidelines set by the government. Many organizations are resistant to hiring outside organizations because of the cost, but the potential legal costs down the road can be far more detrimental.
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