HRM 635 Organizations may have developed a detailed interview process with standard questions for each position, pre-employment assessments, and other selection tools

HRM 635 Organizations may have developed a detailed interview process with standard questions for each position, pre-employment assessments, and other selection tools

HRM 635 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:

  1. 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.
  1. What is your approach to problem-solving? Give an example of where your approach has been effective.
  2. What experience do you have with interpreting policy and disseminating guidelines and developing procedures for others? But for interpersonal skills, we should ask:
  3. What are your strengths? What are your weaknesses?
  4. Describe experience supervising other employees. How do you measure your effectiveness in this area?
  5. What would your last boss say about you?
  6. Describe how you like to be managed, and the best relationship you’ve had with a previous boss.
  7. What do you do when you know you are right and your boss disagrees with you? Give me an example.
  8. 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:
  1. How would you describe an ideal supervisor?
  1. What strengths did you rely on in your last position to make you successful in your work?
  2. 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:
  3. Define professional behavior and/or conduct appropriate in the workplace.
  4. Why do you think a team of people – sports team, work team, may not work well together?
  5. Tell us about your management style – people, teamwork, direction?
  6. Describe an ideal supervisor.
  7. What is your own philosophy of management?
  8. 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

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One standard interview question for the job title MIST (Mobile Integrated Service Team), would be “How would you

HRM 635 Organizations may have developed a detailed interview process with standard questions for each position, pre-employment assessments, and other selection tools
HRM 635 Organizations may have developed a detailed interview process with standard questions for each position, pre-employment assessments, and other selection tools

handle managements unorganized work duties? I would expect the candidate to be honest in their answers and say what they think I want to hear. I would expect them to be professional and align their actions with a resolution or suggestions that would work for both sides. I would also expect the candidate to have experience or knowledge with organization challenges, and not just walk off the job because of some problems. The reason I developed this question was the experiences I had with management within my job duties. What I have learned is management will stick together even when things seem unfair or off. Their job is to save the face of the company and find issues with employees to suffice why they respond the way they do. An interview is a structured conversation where one participant asks questions, and the other provides answers. In common parlance, the word “interview” refers to a one-on-one conversation between an interviewer and an interviewee. The interviewer asks questions to which the interviewee responds, usually providing information. That information may be used or provided to other audiences immediately or later. This feature is common to many types of interviews – a job interview or interview with a witness to an event may have no other audience present at the time, but the answers will be later provided to others in the employment or investigative process. An interview may also transfer information in both directions(bing.com). One toll I did learn about interviewing was a candidate should have answers for the interviewee. A candidate should want to know what is expected of them at the end of probation and should also want to know the advantages of promoting if any.

https://www.bing.com/search?q=interview%20questions&FORM=ARPSEC&PC=ARPL&PTAG=30074

Some organizations have developed a detailed interview process with standard questions for each position, pre-employment assessment, and other selections tools.  FindLaw’s team of legal writers and editors (2018) website article suggests some key steps to finding the right person to fill a position in your company including; Determining your need to hire a new employee, Conducting a thorough job analysis, Writing a job description and job specification for the position based on the job analysis, Determine the salary for the position, based on internal and external equity, Decide where and how to find qualified applicants, Collect and review applications and resumes, and then select the most qualified candidates for further consideration, Interview the most qualified candidates for the position, Check references, and hire the best person for the job.

One standard interview question used for the interviewer will be “Visualizing your role as an Assisting Nurse Manager at VA community care. what will be your best asset as far as a contribution to the VACC nursing staff?. The development of this question is to offer the interviewer space for them to ponder but also to give them the space to express how they will project and execute their role as an assisting nurse manager and what they have to offer the department. At the same time, it gives the staff that is conducting the interview a space to observe proper usage of language, wording, or gesture. In addition to seeing if they have a positive or negative attitude towards the future role.

FindLaw’s team of legal writers and editors (2018). The Interview Process: Selecting the “Right” Person. https://www.findlaw.com/smallbusiness/employment-law-and-human-resources/the-interview-process-selecting-the-right-person.html