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Hrm Termpaper

1171 words - 5 pages

The Out-of-Control Interview

Question 1: How would you explain the nature of the panel interview Maria had to endure? Specifically do you think it reflected a well thought out interviewing strategy on the part of the firm or carelessness on the part of the firm’s management? If it was carelessness, what would you do to improve the interview process at Apex Environmental?

Answer: The overall expression of the interview was so stressful. This is because Maria Fernandez was a bright popular and well informed mechanical engineer, who graduated with an engineering degree from State University in June 2003. As she was a bright and intelligent engineer she always expected a job which can ...view middle of the document...

But the motive of asking that sort of question can be to identify or to know what would she can do if she faces any uncertain situation, what would be her respond. Or how she responds in a situation which is under pressure. So as she studied in a well reputed university and though she is very brilliant and intelligent so she can cope up with any technical situation, but what would she do in an uncertain situation? To find out that ability of her they asked unstructured and irrelevant question.

Randomly they asked irrelevant question to Maria which were irrelevant and after the interview she met with tow gentlemen including the president of the company. That discussion was totally constructed and which can evaluate her ability. In essence it was good, but only the president and the other gentlemen were able to know about her technical ability. The other member of the panel interview group was remaining unknown about that ability.

The stress interviews invasive and ethically questionable nature demands that the interviewer be both skilled in its use and sure the job really calls for a thick skin and an ability to handle stress. This is definitely not an approach for amateur interrogators or for those without the skills to keep the interview under control. What the firm can do to improve that situation. As the firm was applying unstructured sequential interview, they can apply structured sequential interview. So that the candidate can face all the interviewer sequentially. So that the firm can specifically identify the true ability of that candidate. For an example; ask questions on intellectual factors, motivational factor, personality factors, and knowledge and experience factors. Also firm needs to have capable persons who have job related knowledge and can conduct an effective interview like asking base questions, using a standardized interview form, avoid irrelevant or potentially discriminatory questions and stereotyping minority candidates.

Question 2: Would you take the job offer if you were Maria? If you’re not sure, is there any additional information that would help you make your decisions, and if so, what is it?

Answer: If I was Maria I would definitely take the job offer. This is because from the very past I was willing to take a job which can evaluate my working ability also where I can implement my working on technical ability. So if my interview was not good enough I would definitely be disappoint. But...

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