Successful Interview Process - Essay Example

The current essay aims to address issues pertinent to determining the correct and incorrect behavior and actions and to present personal learning from the scenario.

(1) What do you believe was done correctly in this scenario and why?

            The correct action in the scenario was done by the applicant in terms of arriving on time and anticipating a rewarding interview. The manager was correct only in so far as he initially told the applicant to tell something about himself while he was looking for the application.

(2) What do you believe was done incorrectly in this scenario and why?

            There were so many things that were incorrectly done in the scenario as enumerated herein: (1) the manager was not professional in behavior as he manifested failure in time management (always forgets the schedule for the interview, misplaced the job description for the applicant, and did not prepare at all for the interview schedule); (2) the manager was not focused on the interview when he was interrupted thrice and acknowledged taking phone calls; (3) the focus of the interview should be the applicant and not the manager; and (4) as a potential candidate for a supervisory position, the applicant should have exerted efforts to highlight qualifications for the position, by interrupting the long discussion of the manager in a courteous manner and to revert the discussion to the objective of the interview.

(3) Describe what you learned from completing this exercise?

            The exercise made me aware that the success and significance of the interview process are determined largely by the role and part played by the interviewer. As depicted, the inefficient behavior and leadership skills of the manager compromised the outcome of the potential applicant’s interview.

            On the part of the applicant, the manager’s action is a poor manifestation of the organization’s ability to monitor and evaluate the leaders’ performance. This could be interpreted as an inefficient organization in terms of its ability to monitor and address the weaknesses being exemplified by the manager.

            The poor behavior of the manager could lead to disappointment for potentially exemplary applicants who could be discouraged from pursuing any position with the organization. It mirrors the culture of the organization manifesting signs of unprofessionalism, poor time management, and leadership skills. If the manager behaves that way and is completely tolerated by higher management, it would be a waste of productive energy to be part of that organization.  There is a clear indication of poor performance appraisal and leadership training, as required.

            A successful interview process should be a symbiotic relationship that aims to generate as much information as possible from the applicant to gauge competency and qualifications for the required position. The scenario reflected a one-way process that highlighted the selfish interests of the manager, rather than focusing on determining what the potential applicant could give.