• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month
Page
  1. 1
    1
  2. 2
    2
  3. 3
    3
  4. 4
    4
  5. 5
    5
  6. 6
    6
  7. 7
    7
  8. 8
    8
  9. 9
    9
  10. 10
    10
  11. 11
    11
  12. 12
    12

What are structured interviews? Why should managers use structured interviews?

Extracts from this document...

Introduction

MGTC24 Writing Assignment 1. What are structured interviews? Why should managers use structured interviews? When employees need to hire people who are qualified to perform a job they frequently screen interviewees by commonly asked interview questions that have no significant impact on the job itself. The introduction of a structured interview has eliminated the possible obstacles that most unstructured interviews posses. A structured interview is merely a set of specific, job-relevant questions that tap into critical aspects of the job. The questions are based upon an analysis of the job and the qualifications desired in successful candidates. Key characteristics, skills, and abilities are identified and structured interview questions are then written to address these areas. The responses to the questions can then be evaluated and scored using a specially designed rating scale. To create a structured interview, the information about the job is obtained and analyzed to create a detailed job description. This is a significant part in creating a structured interview. The job description should identify what are the responsibilities that a certain job possesses. Questions are created in such a way that there is a relationship with the job description and the interviewees' skills and experiences. There are certain types of interview questions that are asked during a structured interview such as clarifiers, disqualifiers, skill-level determiners, situational questions, pattern behaviour description questions and organizational fit questions. Managers should use structured interviews for several reasons. One reason is that it increases the validity of the selection process. Since the questions are job relevant there is a smaller risk of interviewer biases and higher quality of information is obtained. ...read more.

Middle

2) What did you mean by acted as a "bank" for the amusement park? Two skill level questions that could be asked: 1) Say you are analyzing different forms and data and there was a slight discrepancy in the data that was given to you. What could be a possible error? 2) What would be a key tool that you would use to analyze data? Danish Zahid clarifier questions: 1) I can see from the resume that you are a navel officer of the Royal Canadian Sea Cadets. In your resume you stated that you teach objectives to new recruits, what types of objectives do you teach to the new recruits? 2) You received the salesmen of the month award while working at The Bay; can you tell me more about it? Skill-level determiner questions: 1) I can see from your resume that you are proficient in Microsoft Excel. This is a program that we use quite often, how would create a standard report? 2) Working at PCI Geomatics you have learned to balance the daily cash flow, we have a similar system applied to our inventory and cost analysis. What do you think would be a likely cause if our inventory and overhead costs are under allocated? 6. Using your in-class group effort as a basis, identify at least 2 past-focused and 2 future-focused questions that you used in your mock interview? When identifying questions involving critical incidents, identify benchmark answers and anchors. Indicate whether you would use the typical answer or the key issue approach to benchmark your answers and why? ...read more.

Conclusion

She assumed that once the problem was identified it would simply fix itself. Question 5: - acknowledged that this is a serious problem - recognized the need to speak to the person about this issue - demonstrated honesty in communicating information - the issue was dealt in a professional manner - there was no confrontation Like Danish, Diana covered her all the criteria except one. She realized that she needed to speak her colleague about this issue. She demonstrated honesty by telling her colleague how she felt. Furthermore there was no indication of hostile of confrontational behaviour Question 6: - realization that the project can not be finished - widened the options by going to other people for help - speaking with the supervisor in charge of the project and working some compromise out - speaking with the supervisor in charge of the project and working some compromise out Danish assorted to speaking directly with the supervisor in charge of the project. Diana on the other hand had a more complete answer to this question. She widened her horizon by suggesting help from others in the company. She also realized that it would be a waste of time trying to solve a problem that you can not finish. Lastly she considered going to the supervisor about the project. Overall Diana scored better on the interview questions because she answered most of questions in more detail and more complete. She covered most of the areas of the bench marked answers. Out of 18 marks Danish received 12 marks and Diana received 15 marks. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. This is a report on Marks and Spencer a well known retail company in ...

    The failure of M&S's suppliers to develop possible new products has been viewed as a failure in their relationship with their customers. This is what made it very easy for competitor to steal their market share, but they are taking effective steps to regaining its customer's confidence and profits.

  2. Managing Human Resources in Marks & Spencer.

    photo-developing workforce of 400 in the North of England but found that 100 of them left during the year, the wastage rate would be: 100 X 100 = 25% 400 Such information is used to predict likely turnover in the future, to see if there is a need to examine

  1. Do effective managers also need to be good leaders?

    Food, sleep), safety needs (security at work where you feel that your job is safe and don't have the fear of unemployment), love needs (sense of belonging in the workplace such as having good friends), esteem needs (having a sense of achievement from work i.e.

  2. The background of the Kettering Park Hotel and Spa

    a free night in the hotel, this way, they can focus on the area the customer has complained about, however petty that is. There are positive comment cards though of course, and usually these would far out-weigh the negative ones, but these mean almost as much to the hotel, they

  1. Critically evaluate the use of interviews in HRM either generally or for a specific ...

    They also have some people who turn up to the interview with no intention of working for the company, they go either to improve their interview skills or to try and boost their ego's by getting offered the job Perhaps the biggest problem for the interviewer is that of deception both intentional and accidental.

  2. Managing budgets.

    Budgeting therefore compels managers to examine the relationship between their own operations and those of other departments, and in the process to identify and resolve conflicts. Communication In today's business world it is essential that business have clear lines of communication so that all the departments are kept fully informed

  1. E1: Accurately describe the responsibilities covered by the human resources function in the ...

    human resources plan will include the development of the organisation, training and management development, recruitment, redundancy and redeployment, appraisal and job evaluation and promotion prospects. They need to identify the human resources plan and how it should be carried out.

  2. Job Interview Questions with analysis

    Tell me about a time when you have shown good teamwork skills? * In the person specification a requirement is to able ?to work in a team? * In the job advert it states that the candidate will join a ?successful team? , implying good teamwork skills are needed to integrate into the department .

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work