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Like virtually all the other HR-related activities at Carter Cleaning Centers, the company currently has no organized approach to interview job candidates
Like virtually all the other HR-related activities at Carter Cleaning Centers, the company currently has no organized approach to interview job candidates. Store managers, who do almost all the hiring, have a few of their own favorite questions that they ask. But in the absence of any guidance from top management, they all admit their interview performance leaves something to be desired.Similarly, Jack Carter himself is admittedly, most comfortable dealing with what he calls the "nuts and bolts" machinery aspect of his business and has never felt particularly comfortable having to interview management or other job applicants.
Jennifer is sure that this lack of formal interviewing practices, procedures, and training account for some of the employee turnover and theft problems. Therefore, she wants to do something to improve her company's batting average in this important area. Here are her questions:
Questions 1.
In general, what can Jennifer do to improve her employee interviewing practices?
Should she develop interview forms that list questions for management and non-management jobs, and if so how should these look and what questions should be included?
Should she initiate a computer-based interview approach, and if so why and (specifically) how?
Expert Solution
Assuming Jennifer has already a profile for each position and the company has built a pool of available candidates the next step will be to standardize the interview process. This can allow any manager to perform this activity with the probability of reaching similar and wanted results. In order to assure quality candidates, a screening process can be done via telephone to feed the interview process. Saving time and money only filtered applicants would be put through the following stages. An initial interview can be conducted by the HR department and if needed skills are observed a second interview can be done by functional area managers.
Having predetermined skills forecasted in order to conduct a balanced and fair interview is a good practice. While general questions might be related to teamwork, emotional intelligence and motivation to become part of the organization, other specific tasks may require experience evaluation, academic formation and even vocational abilities to perform the job. It's important to separate the interview goals depending on the profile of the vacant.
Computer-based interviews can be a useful tool for some organizations, this will depend on the level of intimacy or personal contact that the position requires. Face to face interview is valuable to assess soft skills like communications, cultural background and other psychological factors that could be an asset to the organization. These are hard to determine through a software platform. If Jennifer determines that computer-based interview approach is valid for Carter Cleaning Centers she can build scripts that allow candidates to answer basic questions to be later analyzed or ranked.
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