Relevant Stages of the Interview Process - Essay Example

Name Course Tutor June 8th, 2012 Background information In developing an interview plan, the following four elements are very essential for a successful behaviour based selection. The four elements are; strategy, process, content and type of the interview. For a good interview, the strategy should be well planned so as to establish the purpose of the interview and specify the suitable assessment criteria (Yeager and Hough, pp. 43). In addition, the strategy will identify who to interview and how many interviews will be held. For type, it establishes the format of the interview i.e. structured, unstructured or semi-structured. Content describes the questions to be asked during the interview and the suitable responses expected. Process highlights how the interview committee personnel will collaborate in the aim of conducting a smooth interview (Cosentino, pp. 55). The process should describe who asks which question and how (the sequence). It also indicates who will take the role of the chair and who will record the candidate answers. When these are done, the committee is not only able to present a cohesive and organized but also a smooth flowing interview plan. This is based on the fact that, all the panel members in the interview get to know their respective responsibilities and roles. On the same note, committee members will are given a chance to seek explanation in case there is some misleading information since all the questions are recorded and the members know who is responsible to ask them. Moreover, the interview plan gives the panelists a chance to explain the interview process to the candidates so that they get to know the length and the complexity so that they can correspond accordingly (Yeager and Hough, pp. 46). Finally, this process makes the questions developed to conform with the related position hence compliance with employment equity principles and the human rights regulations (AG, pp. 5). An interview guide Every interview process is aimed at providing the candidate with accurate notion of the position he/she is vying for; help the panel to collect important information about the applicant’s ability, skills, and knowledge. To gather this information effectively, panelist have to use the following guide during the interview process (Cosentino, pp. 35). Prior to interview Before the interview, the following preparation ought to be done; Selection a panel to arrange on the interview requirement The panel should come up with a plan, strategy and type of the interview to be conducted The committee should select on who to ask which question and at which sequence Decide on which method of advertisement of the position they are going to use Describe the job as per the requirements Advertise the position accordingly Receive the application and scrutinize them Invite the candidates for the interview, stating the time and venue Prepare the venue such that the candidates will not feel uncomfortable Find a marking criteria for the answers given by the candidates Finally, follow the requirement from the human right regulations or recruitment requirements During the interview First, inform the candidates of what is expected from them and the necessary documents they require for them to qualify for the interview. Make the candidates feel comfortable (at ease) before the interview commences. Highlight to the applicants the full process of the interview and the total number of questions. State to the candidate the duration of the interview and what is expected of him/her thereafter. Ask the questions as pre-planned (one at a time and by selected committee members) as the responses are noted down by the appoint panel member. Give sufficient time to the candidate to respond to the question depending on the difficulty or the length of the response required. After the interview, inform the candidate how he/she will get the feedback. Finally, thank the candidate for the time and vying for the position then dismiss him or her. Interview questions There are three types of interview questions as mentioned above. However, questions can be either open-ended or closed. For closed kind of questions, the response required is yes or no. this type of questions are effective when the committee what to dig information on a particular area and what to establish facts (Adele, pp. 10). Questions that are open-ended are broad and informative. They give the committee a chance to evaluate the communication skills of the candidate. They are normally asked beginning with words like; explain, describe, elaborate or talk about. The intended interview in here should dig information from the candidate so as to select the best of good. Hence, the open-ended questions are the suitable ones (Adele, pp. 15). 1. Tells as what makes you the best candidate among the others 2. What type of people do you like working with 3. What has been your proudest accomplishment 4. What are your long-term goals 5. Describe what you do personally for your professional development and success 6. Tell us of a situation with a prospect or a client where you have made a mistake and how you corrected the error 7. Describe an instance where you took a tactic different from the company’s standard in the aim of achieving an objective 8. Elaborate on how you responded to previous rejects or challenges 9. Which has been your greatest failure or error and how did you respond and learn from them. 10. Describe a previous challenge you faced in leading a group of people and how did you manage the situation. Report to the manager Abstract The purpose of this report is to outline the steps required in the interview and selection process. The report will also include a form that will be used by the selection committee. It’s my hope that you will consider my report relevant. Report The process of recruiting new personnel in an organization is tedious and erroneous. However, if proper planning is done prior to interviewing the applicants the process can be effective and efficient. It is therefore important to use the following guidelines in the recruitment process. Identifying the position which is vacant and state its description Advertise for the position as per the job description using the relevant advertising channels. (Newspaper is the effective channel). In the advertisement, indicate the qualification and the experience required by the candidates Again, in the advertisement, state the address of the organization so that the interested applicant can post their credentials. Construct a ‘marking scheme’ for the answers given by the candidate After receiving applications, scrutinize them to determine who to invite for the interview. Contact the candidates of whom the documents were approved and inform them of the interview date, time and venue. In the interview the committee should use the forms attached in the appendices of this document to conduct the interview and assess the applicants. Conclusion The outline provides relevant stages of the interview process and if it is implemented accordingly, the personnel selected would be highly suitable for the position. Works Cited Adele, Lynn. The eq. interview: finding employees with high emotional intelligence. New York: Amacom. (2008) Australian Government, Department of Education, Employment and Workplace Relations: BSBHRM402A Recruit, select and induct staff. Online at: http://www.google.co.ke/url?sa=t&rct=j&q=&esrc=s&source=web&cd=2&ved=0CFEQFjAB&url=http%3A%2F%2Ftraining.gov.au%2FTrainingComponentFiles%2FRelease%25201%2520BSBHRM402A%2520Recruit%2C% Cosentino, Marc. Case in point: Complete Case Interview Preparation. New York: Burgee Press (2007) Yeager, Neil and Hough, Lee .Power Interviews: Job-Winning Tactics from Fortune 500 Recruiters, Revised and Expanded Edition. New Jersey: Wiley. (1998) Appendices Answer sheet Name…………………………………………… Id. No……………………… Phone No………………………………………. E-mail address…………….. Q.1 Q.2 Q.3 Q.4 Q.5 Q.6 Q.7 Q.8 Q.9 Q.10 Candidate’s signature ……………………… Chairperson’s signature……………………… Committee Comment and Grading Comment ………………. Grade ……………. Read More