BD112 Managing People

Group Assignment (Case 1)

TABLE OF CONTENTS CONTENT

Introduction Section A Section B Conclusion Reference

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Introduction
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BD112 Managing People

Group Assignment (Case 1)

An interview is a meeting between an applicant for employment and a company representative to determine if the candidate is qualified for a job, an internship or a volunteer opportunity. Beyond the resume and cover letter, interviews help employers learn more about candidates academic background, skills and experience match the requirements of a job description and job specification. At the same time, employers are evaluating applicants communication skills, abilities, attitudes and other traits to determine the suitable candidate which will fit with the organizational strategy. Between, interviews can be conducted in-person, via phone, or conducted via video. The interview process depends on the company, the position they are hiring for, and the pool of candidates who have applied for the job. The interview process can also be held as a group or in person. Besides, there are different types of questions for different types of interviews such as Traditional (one on one) interview, Behavioral Interviews, Situational Interviews, Panel Interviews, Phone Interviews, Structured Interviews, Unstructured Interviews, Video Interviews, group Interviews, Exit Interviews and etc.

Types of Interviews
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BD112 Managing People

Group Assignment (Case 1)

Traditional interview is a 'One-To-One' Interview. It is a verbal and visual interaction between two people, the interviewer and the candidate, for a particular purpose. The purpose of this interview is to match the candidate with the job. It is a two way communication. Behavioral Interviews ask how the candidate has reacted in a similar situation in the past while for Situational Interviews ask what the candidates behavior would be in a given situation. A Panel interview takes place when an applicant for employment is interviewed by a panel of interviewers. In some cases, the candidate will meet separately with the panel. In other cases, there will be panel of interviewers and multiple candidates all in the same room. Furthermore, Phone Interviews is while you're actively job searching, it's important to be prepared for a phone interview on a moment's notice. A Structured Interview is a standardized method of comparing job candidates. The format is typically used when an employer wants to assess and compare candidates impartially. If the position requires specific skills and experience, the employer will draft interview questions focusing exactly on the abilities the company is seeking. While for Unstructured Interviews is a job interview in which questions may be changed based on the interviewees response. While the interviewer may have a few set questions prepared in advance, the direction of the interview is rather casual, and questions flow is based on the direction of the conversation. Video Interviews facilitate the need to quickly and easily interview remotely-based job candidates without the expense and time needed to travel. Video Interviews can also support panel conference-style meetings that bridge multiple participants together. Group interview is a process where all the candidates or small groups of candidates are interviewed together. The time of the interviewer is saved. A group interview is similar to a
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BD112 Managing People

Group Assignment (Case 1)

group discussion. A topic is given to the group, and they are asked to discuss it. The interviewer carefully watches the candidates. He tries to find out which candidate influences others, who clarifies issues, who summarizes the discussion, who speaks effectively, etc. He tries to judge the behavior of each candidate in a group situation. When an employee leaves the company, he is interviewed either by his immediate superior or by the human resource department (HRD) manager. This interview is called an exit interview. Exit interview is taken to find out why the employee is leaving the company. Sometimes, the employee may be asked to withdraw his resignation by providing some incentives. Exit interviews are taken to create a good image of the company in the minds of the employees who are leaving the company. They help the company to make proper HRD policies, to create a favorable work environment, to create employee loyalty and to reduce employee turnover.

A: An interview process reflects the value of the company placed on each candidate and, by extension, each employee. By being a good ambassador for the company in conducting a professional interview, communicating honestly and basing hiring decisions on an honest
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BD112 Managing People

Group Assignment (Case 1)

evaluation of each candidate's capabilities. By going through this process, a company is able to make great hires, building goodwill in the community and enhancing future recruiting efforts. a) PREPARE Study job description and person specification Prepare interview timetable Study application form and note areas for discussion Prepare interview assessment form Ensure suitable interviewing room booked

Prior to the interview, the interviewer should make sure he/she understands the key elements of the job. The interviewer should develop a simple outline that covers the job duties. Possibly work with the people whom are familiar with the various responsibilities to understand what the job is about. Screen the resumes and applications to gain information for the interview. Standardize and prepare the questions you will ask each applicant.

b) Purpose The interviewer forms the applicant's first impression of the company. Skilled and talented candidates have more choices and job opportunities to choose from. Not only is the interviewer trying to determine the best applicant, but the interviewer also have to convince the applicant that the company is the best place for them to work.

c)

Performance
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BD112 Managing People

Group Assignment (Case 1)

The interviewer has to identify the knowledge, attributes, and skills the applicant needs for success. If the job requires special education or licensing, be sure to include it on the list. Identify the top seven attributes or competencies the job requires and structure the interview accordingly. Some of these attributes might include:

What authority the person has to discipline, hire, and/or fire others and establish performance objectives What financial responsibility, authority, and control the person has What decision-making authority the person has How this person is held accountable for performance objectives for their team, business unit, or organization

d)

The consequences they are responsible for when mistakes are made People skills The hardest to determine, as well as the most important part of the process, is identifying the people skills a person bring to the job. Each applicant wears a "mask." A good interviewing and selecting process discovers who is behind that mask and determines if a match exists between the individual and the job. By understanding the applicant's personality style, values, and motivations, the interviewer can sure of his/her hiring and selecting process. Pre-employment profiles are an important aspect of the hiring process for a growing number of employers. By using behavioral assessments and personality profiles organizations can quickly know how the person will interact with their coworkers, customers, and direct reports.

e)

Process The best interview follows a structured process. A structured approach helps avoid bias and gives all applicants a fair chance. The best way to accomplish this is by using behavioral based questions and situational questions.

BD112 Managing People

Group Assignment (Case 1)

B: As an interviewer, Mr. Lees late arrival and arriving unprepared to the interview of Jesse Mas led the interview session to a failure. In conducting an interview, Mr. Lee should have followed the simple but necessary steps as shown below: INTERVIEW Welcome applicant Ask relevant question Listen patiently without interrupt Do not argue or criticize Invite questions End politely

During the interview, Mr. Lee should greet Jesse Ma. Greeting here can be done with a simple Good Morning/Good Afternoon or with a soft/firm handshake. Mr. Lee should make the Jesse Ma feel that they are the first person she will be interviewed today. Mr. Lee should avoid distraction in the interview area and Ensure that there is no or minimal distraction where the interview is being conducted. By brought Mr. Tan (Third person) into interview room, makes feel uneasy in the interview session. Mr. Lee should also put Jesse Ma at ease, so that she will open up to him in interview enabling him to obtain the information he need to make the right hiring decision. As an interviewer, Mr. Lee should also use appropriate interview questions such as open ended or close ended questions and should avoid leading questions. Open ended or close ended questions usually gives Jesse Ma plenty of scope to talk. This is only possible if Mr. Lee avoid stress techniques, asks the right questions and listens carefully to the answer. Mr. Lee should not point out to Jesse Ma the qualities that she does not have to qualify for the position that is being applied before reviewing her resume. By stating that he is only available to pay her a low salary and at the same time, thinking of another job in his mind indicates that Mr. Lee was not fully prepared for the interview. Mr. Lee should prepared earlier for the interview session and be a patient person and a good listener.

BD112 Managing People

Group Assignment (Case 1)

Conclusion

Based on our case study, we can conclude that it is important for the interviewer to also respect the candidate that is to be interviewed. It won't be a good start to disrespect the candidate as for the mistake is on the interviewers side. The qualities that an interviewer should have is firstly open-minded and unbiased so they can be as objective as possible about each candidate. After that, it helps if they are able to put people at ease and build rapport to ensure they get the best response from the candidate. Communication and facilitation skills are also essential. These are the top qualities that are needed by the interviewer in order to know if he or she is qualified it conduct interviews. A well prepared interviewee must have qualities such as being well prepared, effective communication, problem solving and creative, diversity sensitive as for now time, cultural sensitivity and ability to build rapport with others in a multicultural environment is highly valued by employer and finally positive attitude and energy. This case study, relates pros and cons of interviewer and interviewee as such insulting and disrespectful acts wont take place further in the future. Both interviewer and interviewee will also respect each other and be prepared in their own ends before the schedule interview takes place.

BD112 Managing People

Group Assignment (Case 1)

References
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Maimunah, A. (2008). Human Resource Management: Principles & Practices. Malaysia: Oxford University Press. Thomson Learning. Robert L. Mathis, John H. Jackson. (1997). Human Resource Management. West Publishing Company. http://www.video-conferencing.com/definition/video-interview.html http://www.allbusiness.com/human-resources/workforce-management-hiringinterviewing/1253-1.html#ixzz21OAbo5Kz