My thoughts were to address it in the following:
Introduce yourself in a professional manner to provide a professional
yet comfortable setting between both yourself and the interviewee.
After all, this is the opportunity for you (the interviewer) to learn
essential information such as personality and skills which can not be
gathered through reviewing a resume. You can determine through the
interviewing process if they will work well with other associates in the
team or workforce. Then the interview questions could be behavioral
questions which pertained to previous work experience and open ended.
As these would provide the party the ability to explain their answers so
more could be learned about them during the process. For instance,
I would begin with general questions such as:
Please tell me a little bit about yourself?
What do you know about our company?
What influenced you to seek this position?
What are your short and long term goals?
Where do you see yourself in 2 years?
Are you willing to relocate or work alternate shifts if needed?
Then I would branch off into another category to assist me in gathering
the other essential information.
Provide an example of how you handled a difficult customer? What was
the outcome of this situation?
Please alert how you have handled multiple tasks at one time? How did
your organize or schedule the responsibilities and/or your time to
accomplish the tasks?
Lastly I would ask if she had any questions/comments for me.
Tell of the most difficult customer service experience that you have
ever had to handle -- perhaps an angry or irate customer. Be specific
and tell what you did and what the outcome was.
Business Homework Solutions
#62258
Develop 5-6 questions that you believe are legal and get to the information needed for the candidate
Scenario:
The Home Company had been a family owned call-center business for many years. Recently, it had grown so large that it had become impossible for the family structure to handle the 2000 employees that were scattered across the country. A Fortune 200 Company had acquired it and it now has a new Board of Directors.
You are one of four Human Resource Managers. You have been hired to take over one of the geographical regions. You will be responsible for handling all safety issues and OSHA compliance.
Historically, the HR policies have been largely informal and implemented inconsistently. There had been a fair amount of nepotism. Family members or their friends filled many of the key positions.
Recently, there was a large turnover rate and the new HR managers have been instructed to create new HR policies for the new Board of Directors. The new board is made up of key executive managers from the acquiring Fortune 200 Company. They feel there is a need to upgrade the HR policies, but recognize that there must be a reasonable amount of time given for the transition.
Task -
You are reviewing the resume of an applicant. You can see that she is heavily involved in her children's schools. You wonder if she is planning to have any more children. She has an Hispanic last name and you see some grammatical errors in her resume. Training for this job is going to be lengthy, and you need to fill it with a person who will be reliable and not interested in moving for at least 2 years. In addition to the skill questions you have for her, you want to learn how she will deal with caring for her children, if her skills in English will be appropriate for the job and if she is likely to be satisfied with this position for several years. In preparing for the interview you realize there are some questions that are inappropriate or illegal to ask.
Develop 5-6 questions that you believe are legal and get to the information needed for the candidate. Instead of a question, you may alternatively post a legal way to get the information for a specific area.
This is an area that is easy to come up with questions but due to the legalities involved I am looking for assistance.
Any comments/assistance would be greatly appreciated.
Develop 5-6 questions that you believe are legal and get to the information needed for the candidate.
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