Evaluation of an Interview Package for Wesfarmer - Example

HRM COmpetencies] Evaluation of an interview package for Wesfarmer Abstract The interview package which has been designed for a manager position in the human resource department of Wesfarmer looks towards analyzing the different situation based on which the prospective employee will be selected. This requires that the behavioral characteristics like communication, motivation, developing relationship, problem solver and being able to handle all responsibilities is looked at. This will help to find the correct talent which will ensure that the business is able to yield effectiveness in the process of conducting interview. Wesfarmer also needs to ensure that a complete interview guide with the questions to be asked is developed. In addition to it the procedure which starts with the interview process and ends when the interview process is completed has to be developed so that maximum efficiency is gained and Wesfarmer is able to hire the correct manpower according to the requirements of the job. Table of Contents Introduction 3 Description of behavioural criteria 3 Preparation for Interview 5 Interview Guide 7 Conclusion 10 References 11 Introduction Businesses in this competitive world look towards ensuring that the correct candidate is chosen for the job. This requires examination of different behavioural characteristics and conducting the entire process in a manner that maximum information about the person can be gathered. This report looks to present the different behavioural criteria that are required for a job vacancy in a human resource department where the person selected has to look after the workforce in Wesfarmers. This is further analyzed by looking into the preparation that has to be done followed by the interview guide so that the correct talent is selected and the person selected is able to fulfill the responsibilities of the job. Description of behavioural criteria Behavioural characteristics are the most important factor that helps in determining whether the person who has been selected for the job fits in the position for that position. This looks into identifying the different characteristics so that based on it the qualities and strengths of the person can be identified which will help to improve the opportunity for conducting business and will ensure better operations (Yokl, 2002). The different behavioural characteristics are Interpersonal Skills: This behavioural characteristics look into the communication and interpersonal skills that the person has. It is important that the person is able to communicate clearly so that better relationship can be developed which help to motivate the workforce at the same time will ensure that the problems get sorted out. This requires that the communications skills should be such that it ensures maximum productivity both through the medium of oral communication and written communication so that every aspect of the business which will help towards achieving the objective can be attained. This will thereby need that the person is able to persuade, engage into communication and motivate them to accomplish a particular task (Peterson & Fleet, 2004). Relationship Building: The person should be such that he is able to develop good rapport within the people. This will require that the person is able to develop positive relationship with stakeholders, customers, employees and management so that all round development can take place. Being able to develop relationship at all level will help the person to ensure that the employee on the floor of Wesfarmer are able to work diligently and their problems get sorted out. This will also ensure that the person is able to execute work which would have been otherwise difficult to carry out (Katz, 2005). Motivation: The person being interviewed should have motivational skills which will help to motivate the workforce as well as himself. This is important that the incumbent is able to understand the different relevant areas which when worked on will help to motivate the entire team. This can be achieved by solving the problems of the employees and praising them for their good work so that the workforce becomes enthusiastic and are eager to complete the work on hand. This will help to ensure better customer satisfaction and help Wesfarmer to ensure better control over its business (El-Sabaa, 2001) Problem Solver: Another characteristic that the person has to demonstrate is the ability to solve problems. This requires certain capabilities so that the actual situation is understood and after weighing the different possibilities the best one is chosen. The ability to solve problem increases with experience and age and which requires that the person is willing to shoulder responsibilities to ensure that the problems are sorted at the same instance instead of postponing it for the future. This will require additional effort and looking at the problem in such a manner that there is no biasness towards anyone or anything (Cross, 2000). Administration: The incumbent should be capable of handling the entire administrative task that the job requires. This means that the incumbent should be able to shoulder the responsibilities and should look towards leading the organization. This would mean that the manager at Wesfarmer will have to ensure that best strategies are developed which helps to reduce the administrative cost but looks towards providing long term productivity and growth for the future (Cross, 2000). Preparation for Interview The interview preparation will look as follows The Questions: The interview preparations include that clear, concise and unambigious questions should be asked so that the correct prospective candidate is selected. While designing the question special care and attention should be laid to ensure that the question is relevant to the job position and meets the requirement criteria. In case of selecting a HR manager in Wesfarmers questions should be directed towards past experiences, specific situations should be provided and the reaction of the person for those situation should be noted, manner in which employees will he handled should be noted and similar other questions. Care should be taken that the important points from the respondent is noted as this will help to compare with the other candidates and based on it the most prospective candidate will be selected by Wesfarmer. Location: The place chosen for interview by Wesfarmer should be such that the room has ample space for sitting, proper ventilation, lightning, drinking water and other facilities. The overall environment of the room should be such that the candidates being interviewed feel comfortable and the external factors don’t influence or have a role in distracting the candidates. Wesfarmer can look towards board room where there is no distraction and ensure that the candidates feel comfortable in the setting as a round table is often preferred. The overall facilities should be such that it ensures most involvement from the candidates (Worral & Cooper, 2001) Important instruction to Candidates: Special care should be taken by Wesfarmer to ensure that all the prospective candidates are informed about the date, timing, and venue of the interview well in advance. If required a route map to reach the required location should also be provided with the interview letter so that the candidate are able to reach the place easily. The candidates should also be informed about the transport facilities and other available aids that will help them to ensure that the process is conducted smoothly (Bateman & Snell, 2004). Interview Introduction: This is the most important aspect of the interview for Wesfarmer as it will set the entire tone for the interview. It is important that all the candidates and greeted and the process of the entire process is clearly presented. This requires that Wesfarmer clearly state the time that will be required for the interview, the selection criteria and the different areas that will be looked at while selecting the candidate. This will guide the candidate and ensure that they are able to deliver better results (Bateman & Snell, 2004) Interview Conclusion: While looking to end the interview the panel of Wesfarmer should ensure the candidate that all the relevant questions pertaining to the job has been asked and they are satisfied or not satisfied should be provided. Along with it special care should be taken to ensure that the candidate are also stated the time when the final results will be declared and should look towards ending the final interview after thanking the candidate (Bateman & Snell, 2004). Non Verbal Cues: The interview panel used by Wesfarmer should also make note of the non verbal cues like eye contact, hand movement, gestures, body language tone and other cues to determine the prospective candidate. This will help Wesfarmer to ensure that they are able to work on the different areas of interview and able to select the most prospective candidate (Bateman & Snell, 2004). Interview Guide Name of the Candidate: Name of the Members in Panel: Experience: This requires that The candidate is greeted and told the purpose of the meeting The panel members are introduced to each other i.e. the panel members of Wesfarmer will introduce them to the candidates Clearly state the requirements for a candidate to be selected for the job Provide advice to the candidate with regard to the selection and interview process that will be done Ask the candidates if they have any question regarding the interview or any doubts so that it can be solved at the first instance Experience related Questions: Discuss your past experiences as a role in the HR manager position? What did you like most about the job? Describe some of the situation which you encountered during the job and the manner in which you were able to handle the problems? What interest you most about the HR role in Wesfarmer Motivation related Questions: Discuss situations where you had to use your motivation skills? State ways in which you are able to motivate yourself and the entire team? Which is more important to you motivating yourself for job which is not ethical or not motivating so that the unethical job cannot be done and why? Behavioural related Questions: If you have developed a training initiative in your past job, I would like you to explain it and how will it fit Wesframer? Explain the mechanism you use to ensure that deadlines are achieved both for you and your associates at all levels? Do you have any project which you were assigned and it was completed satisfactorily? If yes, then explain about the project How did you set the work priorities and in times of limited time how were you able to meet the deadline and complete the project on time? Communication Related Questions: Discuss your verbal communication strength and provide examples which show that results were achieved due to proper verbal communication? How important is non verbal cues. State some negative non verbal cues? Describe a situation where your interpersonal skills helped you to complete the task that was assigned to you? Conclusion While conducting an interview for an HR manager in Wesfarmer different aspect like the behavioral characteristics, the manner in which interview will be conducted and a guide has to be developed so that the correct person is chosen. This will help the business to ensure maximum productivity and hiring the correct manpower. References Bateman, T. & Snell, S. 2004. Management: The New Competitive Landscape 6th Edition, McGraw Hill, New York Cross, R. 2000. Assessing the jump to knowledge based work. Business Horizon, 43 (5), pp. 29-36 El-Sabaa, S. 2001. The skill and career path of an effective project manager. International Journal of Project Management, 19 (1), pp. 1-7 Katz, R. 2005. Skills of an effective administrator. Harvard Business Review, 33 (1), pp. 33-42 Peterson, T. & Fleet, D. 2004. The ongoing legacy of R. L. Katz. Management Decisions, 42 (10), pp. 1297-1308 Worral, L. & Cooper, C. 2001. Management Skills Development: A perspective on current issues. Leadership & Organisational Development, 22 (1), pp. 34 Yokl, G. 2002. Leadership in Organisation, 5th Edition, Prentice Hall Read More