Recruitment draft essay

Job interview could be considered as the kind of a game. Both applicant and recruiter should know the rules to win. If recruiter finds the best candidate to position and applicant gets the job, this is a “win-win” situation. I tried to create the wining strategy for recruiter in given situation.

Interview

To choose the best candidate for any vacation the HR-manager has to answer for three questions:

1) Does the candidate can do this job?

2) Will he do this job?

3) Which applicant is the best for this job?

To understand the ability of applicant to do this job recruiter has to analyze his education and experience, to understand his willingness to the job it is necessary to analyze the motivation of applicant.  First of all I’ll develop an applicant pool publishing job ad.  In this stage I will choose the applicants with corresponding certification or equivalent years of practical experience (optionally five years) in my industry.

Practical experience is preferable in my situation, because the company is new and it needs skilled personnel. The experience of supervisory work or experience directing a team of five or more individuals would be better that simple work in the same industry. The experience of Team leader, Assistant Team leader could be the advantages too.

The next stage is interviewing. Recruiter should find the quit and comfortable place for interview, avoid illegal and\or discriminative questions, and motivate an applicant to communicate freely. Brian Libby recommends starting with the question “How about those Yankees?”, or another question that could be the icebreaker. (Libby, 2)

Then I’ll ask the main question, and should study the answers as well as behavior of applicant to understand his abilities better.

Here is the list of key question that I could ask (varying the form and sequence of question) the applicant on interview:

1) Describe a particularly demanding professional goal you have reached already. What obstacles you overcame and in what way? What tools were used? (This question discovers the applicant’s achievement orientation and his\her strategy of problem solving. The questions about goals achievements and obstacles are almost compulsory for manager position)

2) Describe a typical interaction with the customer on your current\last position. (Heathfield, 1) (The question is for understanding how the applicant  works  in service himself and compare the real applicant’s experience to my expectation)

3) Describe the situation when you hired or fired wrong person and its consequences. (This question focuses on leader’s abilities and interpersonal style of conflict resolution of candidate)

4) Describe the ideal team under your leadership. How many members it will count, how will you distribute their duties? (This question characterizes the type of leader, his ability to delegate work and the management style)

5) “Is there intelligent life in outer space?” (Libby, 4) (This is another joke from Bryan Libby article, but the idea to ask the surprise question is rather good. The candidate knows the rules of the game, and the answers for typical questions could be prepared beforehand. The surprise question could disclose the ability to think on their feet as well as emotional stability under duress).

6) What does motivate you to apply for this job besides the paycheck? If you win a $20 million today, will you visit the second job interview? (The motivation issue is very important. Applicant could try to highlight motivation that is different from real one, but his direct answer is important).

7) Imagine you are hired. What will you do on your first working day? First week? Month? Year? (In that way I could study the applicant’s ability for planning).

8) Describe your creative decision that was the key to success and that still makes you to be proud of? (First of all, I have to hear if the answer relates to applicant’s job. This is another question to understand true motivation and the priority of goals for applicant).

9) What the members of your current\last stuff could tell about your strengths and weaknesses as a manager and supervisor? (The applicant’s  self-examination is the important party of job interview, particularly in correspondence with other answers)

10)          And what about us? (The traditional ending of interview has two goals. First ”“ it allows candidate asking questions about the company. Second, it gives the opportunity to recruiter to examine how much the applicant knows about the company and if he\she was prepared to interview).

Preferable skills and characteristics

Each vacancy needs the “behavioral profile” of ideal candidate, which can vary in different industries. The list of abilities those are useful for the manager of service department can include:

Strong leadership;

Steadiness;

Good temper;

Good judgment;

Planning;

Delegation;

Self-confidence;

Problem Solving Skills. (Barry,11)

The job interview is the important, though not the only part of recruiting. “Behavioral profile” for vacancy and proper question allow selection the best candidate fro applicant’s pool and provide the good team leader from Service department as well as for any other.