Interview for the Position of a Retail Sales Manager - Example

HRM Compentencies January 1 2012 Evaluating an Interview for Optus Interview Package Abstract The report shows an interview for the position of a Retail Sales Manager at Optus where the different skills and experiences which will have relevance in determining the selection of a person is being examined. This highlights the different behavioral characteristics like communication, motivation, developing relationship, problem solver and responsible and its importance it has in the retail sector. This will help to evaluate the people coming for interviews on different parameters and ensure that the correct person is chosen. Along with the report also presents some of the probable questions along with the process of interview which includes the starting and the ending time so that the correct person who is fitted for the job is selected. Table of Contents Introduction 4 Description of behavioural criteria 4 Preparation for Interview 6 Interview Guide 7 Conclusion 9 References 10 Introduction Organizations have developed a special wing which is aimed at selecting the right person as the success of the organization largely depends on the manner in which the correct person is selected for the job. Selecting people based on characteristics which are determined based on the nature of the business ensures that the money and the effort that has gone in selecting the correct personnel don’t go waste. This report thereby presents the manner in which Optus is looking towards choosing the correct personnel for the role of Retail Sales Manager based on the different behavioral traits. It also shows the different probable questions that might be asked so that the entire process of selecting the required talent doesn’t goes waste and helps to recruit the correct personnel. Description of Behavioral Criteria Optus has identified some of the behavioral traits based on which the people coming for interviews will be evaluated as it will help to ensure that Optus is able to choose the correct person based on the business requirements (Yokl, 2002). This has made them ensure uniformity and have identified the following traits Interpersonal Skills: This is one of the most important skills that the person applying for a job at Optus needs to have as the job requirements are such. The person has to have both oral as well as written communication skills and should be able to express and be expressed easily. This will facilitate in passing information and will help to develop the required structure through which better decisions and communication takes place (Peterson & Fleet, 2004). Relationship Building: Optus requires that the person selected should have a good rapport outside the industry and should be capable of doing so within the company as well. This is primarily due to the fact that it will solve all the issues that arises either on the front of the customers or employees or others and will help to further enhance the brand image of the company. This will help to project a bright image of the company and will help the business to deal with the difficult situations in the most efficient manner and carry out the different role in the most positive manner (Petersen & Fleet, 2004). Motivation: The person selected for the job should have the skills to motivate oneself as well as his fellow workers and should be able to generate the positive zeal through which difficult task are done in the easiest way. This will help Optus to enhance their brand image and look towards the satisfaction of the customers which will impact the long term business potential and ensure better growth (El-Sabaa, 2001). Problem Solver: The person should look towards challenges and should find out new ways through which the problems is solved and helps to gain the required efficiency in managing the resources while solving the problem. This will require that the person has skills to think differently and should be willing to take challenges instead of procrastinating them. This also requires that the person knows the traditional ways of doing things but stills looks for newer and efficient methods (Cross, 2000). Administration: The candidate should be able to demonstrate all round skills and should be capable of handling the different roles and responsibilities which the retail industry will present. While looking to do so the person should be able to ensure that the administrative cost is kept low and efficiency in the manner the resources are used is achieved (Cross, 2000). Preparation for Interview The interview preparation focuses on the following Questions: The questions based on which the interviewer will respond should be short and clear and should be unambigous. Care should be taken to ensure that the candidates understand the questions clearly and should be based on the relevant field. Optus will have to put questions pertaining to experience, leadership quality, knowledge about the working style of retail players and other job related questions. The interviewee has to take a note of the responses provided by the different candidates so that it acts as a point based on which the correct person is selected. Location: The place of the interview should be clearly notified to the candidates and the address should be easily accessible and known to people. Care should be taken to ensure that the place of interview has the required ventilation, light and facilities which will help the entire process to go through properly. Providing a conducive environment where the external environment helps in the communication process will ensure better selection of the candidates (Worral & Cooper, 2001). Instruction for Candidates: The candidates appearing for the interview should be informed about the location, timing and date well in advance. In addition to it a complete map showing the location should be provided. The timing of the interview should be clearly notified and it should be ensured that the required mails or letter reaches the candidates well in advance so that the candidate is well informed and can plan out the way in which the person reaches the location on time (Bateman & Snell, 2004). Interview Introduction: The interviewee should ensure that the candidates are properly greeted and all information pertaining to the time of the interview, the different factors which will help in selection or rejection of a candidate, the beginning and ending time should be clearly provided. This will ensure that the candidates don’t become nervous and can be mentally prepared to deal with the situation. Interview Conclusion: The interviewee has to thank all the candidates who have participated for the interview after the interview is over. The candidates also should be informed regarding the different parameters which has been evaluated and the probable date on which the results will be declared Non Verbal Cues: The panel interviewing the candidate should look forward towards non verbal cues like hand movement, eye gesture, sitting posture and others as it will help to understand the confidence level. This will also help to identify the factors which will help Optus in ensuring that the person selected is able to carry out the responsibilities (Bateman & Snell, 2004) Interview Guide Candidate Name: Panel Member Name: Experience: This requires Greeting the candidates and describing them the manner in which the interview will be done Introducing the panel and the candidates to each other Highlighting the main criteria which will help in the selection of the candidate Clearing the doubts that the candidates have before the interview begins so that there is no confusion Experience related Questions Tell us something about your past experience as a manager? What was most pleasing in your previous job? State some of the difficult situations you faced and how did you deal with those? What do you think is the most important aspect in the job as a retail manager in Optus? Motivation Related Questions Present some of the situations where you were able to motivate yourself and your team? Ways which you use to motivate oneself and others? How do you deal with people who are demotivated? Behavioral Related Questions Have you developed training programs in the past? What factors were considered while developing it? How effective it was? How do you look to deal with deadlines especially on projects which are isolated? Describe one of your achievements? Communication related Questions The role of communication i.e. both verbal and non verbal communication? Which form of communication is more important verbal or non verbal? Describe a situation where you used both form of communication Conclusion The interview process for Optus looks at the different factors and different traits based on which a candidate will be selected. The guide provides the required framework and direction based on which the correct person will be selected and will ensure that the entire process of selecting the candidates provides the correct reward and dividend based on which the performance gets enhanced. 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 Optus. 2012. Retial State Manager, Optus. Retrieved on Nov 30, 2012 from http://www.seek.com.au/Job/retail-state-manager-wa/in/perth-cbd-inner-western-suburbs/23581658 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