Interviewing the Job Seeker on the Position of Marketing Assistant - Term Paper Example

ABSTRACT This interview package is designed for the positions of a marketing assistant of Master care cleaning and Restoration Company. It gives a precise but brief description of the behavior criteria clearly outlining the qualities that the candidate should poses and an interview guideline of the events to be handled during the interview day. Moreover, the interview will focus of specific preparatory procedures that the interviewer will follow. Finally, this package will outline a sample of introduction and conclusion wordings to be the guiding aid for the panel as the conduct the interviews. Table of Contents The position: Marketing Assistant. 1.0 Behavior criteria 1.1 Critical thinker. In regard to the position sought for, the candidate must be a critical thinker. The marketing department is marred by many challenges which required staunch decision to be made quickly to business advantage of the company. According to (Ones and Dilchert, 2009), critical thinkers should be able to recognize assumptions, evaluate arguments and draw conclusions. Critical thinking is all about analyzing, evaluating and reasoning. With this, the person who will hold the position will be an asset to the company for problem solving, decision making and creative thinking. In this category the candidate must prove that he has and processes the intellectual thinking standards which include clarity, accuracy, precision, relevance, depth, breadth, logic and fairness. An employee in the marketing field who is a critical thinker will have a deeper understanding of his and other’s decisions encourage open mindedness to change and are more analytical in solving problems (Bassham et al, 2007). The marketing assistant is required to understand the needs of the market and be able too present the products in an excellent way for the competition experienced is high. This called for someone who is able to analyze the market and make decisions that will clinch a greater market share. 1.2. Coaching/Mentor The candidate who will make through the interview will be having very many staff under him in the marketing department. Therefore he/she must demonstrate capability of helping employees develop their knowledge and skills on providing timely feedback, training them on sticking to the goals and guidance (Armstrong & Carlopia, 2005). This is because, caching will help avoid performance and work habit problems, help employees be committed and equip them with skills that are essential in achieving performance expectations. When marketing in the company becomes competent and effective, productivity will increase and thus will the revenue increase. The marketing assistant must be a team builder who aim is to keep all workers under him motivated and with all the required information at their finger tips so that sales can increase tremendously. He/she therefore must demonstrate capability of being a mentor to many in the organization so that the marketing department can take roots in the field and also it can be a force to reckon with in the whole organization (Armstrong & Carlopia, 2005). 1.3 Collaboration The individual must be capable of working effectively with others, and more importantly outside the line of formal authority to identify and resolve problems as well as accomplishing the organizational goals. In the marketing field, individuals always find themselves in the middle of challenging relationships that often require paramount skills to conquer. Collaboration cannot be compared with teamwork for it refers to working with other staff outside the work group. An employee might work with individuals from other departments in the company for the betterment of the improvement of production to the advantage of the entire company (Armstrong & Carlopia, 2005). 1.4 Creativity/innovation. A marketing assistant must have staunch abilities to develop and recognize imaginative/creative solutions relating to the marketing situations. Marketing is the backbone of the sales in our company; therefore serious innovation is required in the department especially considering the competition side of the business (Sharma, 2009). The candidate should be a very innovative individual who is more creative when handling tasks or solving problems. Just like any other field, marketing should apply the principle of creativity and innovations to find new ways of marketing effectively. As experienced in the world of marketing, the perfect fit innovations are easily being copied by competitors. The candidate must know how to manage different challenges of radical innovation. Marketing is all about clever persuasion and mining the insights of those people who easily say “no”. 1.5 Decisiveness The candidate to hold the positions of a marketing assistant in the company must be able to make decisions, render judgments, take actions or commit oneself. By this I mean that in addition to analyzing problems, one must reach conclusions, make recommendations or take action. With the available information at hand, an individual must make decisions on time and take action without waiting for any further information or guidance (Saxena, 2009). This aspect deals with the number of decisions made and how long it takes to get to a conclusion. In this department decision making is a vital tool, therefore any candidate who prove that they can handle any task and make decisions quickly to the advantage of the organization, then he/should occupy the position. 2.0 Interview preparation 2.1 Questions. The most important part of an interview is the one that deals with coming up with questions to be used when conducting the interview itself. The question should be designed in relations to the position the candidates are filling and most importantly in regard to the kind of duties that are support to be handled by the successful candidate. Equal employment legislation is the major selection criteria and should be adhered to. The interview panel should brainstorms on the kind of questions to be asked in the interviewing process which should be either structured or unstructured. For the structured, the candidates are asked the same question and evaluated in accordance to their performance while the unstructured they are asked different questions (Armstrong & Carlopia, 2005) 2.2 Location This is a very important consideration when planning for an interview. The kind of a place that is conducive for interviews is that which has no interruptions (Goldie, 2000). This should be a calm place where the interviewer and the interviewees have good time communicating. Also, there should a round table should be considered so as to enhance communication between both parties without any disruptions or straining (Nick, 2006). 2.3 Advising All candidates should be made aware on interviews and all the necessities to be included in it. This is should be done several days before the interview date to give the ample time to prepare. Time and how to get to the venue should be made clear to the interviewees so as to avoid any inconveniences (Armstrong & Cralopio, 2006). 3.0 Introduction Introduction is a very important step in an interview for it sets the scene and makes both parties be comfortable and be at ease with the location. For instance in the job advertisement for Mater care Cleaning and Restoration Company for a marketing assistant position. “You are cordially welcomed to Master Care Cleaning and Restoration Company and thank you for your time to come for an interview for the marketing assistant. My name is Sylvester Edwards the human resource manager and with me are Joel, Susan, Anita and Marks who are the interview panel. Please have a sit and relax as you are being taken through a series of questions. This interview will be have three courses. First is the will be a written test presented to you and what you are required is to answer them to your best ability. Secondly, it will be required to exchange information with the panel and finally you will be required to there will be a one on one talk with the corporate leaders if you go through the interview. If you are ready we may begin the interview session” 4.0 Conclusion Conclusion should be done when all the panels’ members are satisfied and have come into a consensus with the information issues so as they can amicably carry out an effective assessment (Dick, 2002). This conclusion should be the final opportunity to ask questions and summarize the whole process. As for the position of a marketing assistant, the following are the remarks; “This marks the end of our formal interview. Incase of any questions regarding the interview or about the company they are welcome. The first two stages have been successful and what remains is for us to communicate to you so that you can meet the corporate leaders and this is so if you are successful. It is my sincere hope that the email addresses and the telephone numbers you have provided are operational for they are what we will use to communicate to you if you pass the interview. Again I want to say thank you for availing yourself in today’s interview and wish you all the best. Thank you” 5.0 Interview guide Candidate Name Panel Members Name Candidates Experience. 5.1 Interview process. Welcome the candidate Panel members introduction Briefing on the processes through the interview Conformation of all the requirements needed. 5.2 Experience review 1. Kindly explain to us your experience as a marketer? 2. What do you offer that your competition for this position cannot? 3. If hired, where do you see yourself in ten years? 4. Have you ever spoken to a large group? How large? 5. What is important to you, money or satisfaction? 6. Everybody has strengths and weaknesses. What are yours? 5.3 Behavioral questions 1. What experiences do have in managing large and complex projects and give us an example of one? 2. How do you make decisions especially when handling an urgent matter? 3. Are there people that u have successfully mentored into the profession? Examples? 4. Can u describe a situation where you have had to make a decision that involved a high degree of risk? What was the outcome? 5. How do you set objectives for the year? How do you ensure that they are met? Overview Action Result 5.4 Final question Is there any question you have to the panel or is there any other thing that you want to pose to us in regard to hiring you as our marketing assistant? 6.0 Reference Ones, D.S. and Dilchert, S. (2009) How special are executives? How special should executive selection be? Observations and recommendations. Industrial and Organizational Psychology,163–170. G Bassham, W Irwin, H Nardone, J M Wallace, 2007. Critical thinking; A student’s Introduction, McGraw-Hill International Edition Armstrong, H & Carlopio, J .2005. Developing management skills: A comprehensive guide for leaders. Frenches Forrest: prentice Hall. Dick, B. 2002. Convergent Interviewing. Sessions 8 of Areol-Action Research and Evaluation, Southern Nick, B. 2006. Management Interview Guide. Retrieved 25th September 2011 from http://www.stanford.edu/~nbloom/ManagementInterviewGuide. Saxena, B. 2009. Marketing Management 4E. New York: McGraw-Hill Education. Sharma, K. 2009. Entrepreneurship. New Delhi: FK Publications. Read More