Read this and then answer the questions Carter Cleaning Company Like virtually a
ID: 350209 • Letter: R
Question
Read this and then answer the questions Carter Cleaning CompanyLike virtually all the other HR-related activities at Carter Cleaning Centers, the company currently has no organized approach to interviewing job candidates. Store managers, who do almost all the hiring, have a few of their own favorite questions that they ask. But, in the absence of any guidance from management, they all admit their interview performance leaves something to be desired. Similarly, Jack Carter himself is admittedly most comfortable dealing with what he calls the “nuts and bolts” machinery aspect of his business and has never felt particularly comfortable having to interview management or other job applicants. Jennifer is sure that this lack of formal interviewing practices, procedures, and training account for some of the employee turnover and theft problems. Therefore, she wants to do something to improve her company’s performance in this important area.
Questions
In general, what can Jennifer do to improve her employee interviewing practices? Should she develop interview forms that list questions for management and non-management jobs? If so, how should they look and what questions should be included? Should she initiate a computer-based interview approach? If so, explain why and how. Should she implement an interview training program for her managers, and if so, specifically what should be the content of such a training program? In other words, if she did decide to start training her management people to be better interviewers, what should she tell them and how should she tell it to them? Read this and then answer the questions Carter Cleaning Company
Like virtually all the other HR-related activities at Carter Cleaning Centers, the company currently has no organized approach to interviewing job candidates. Store managers, who do almost all the hiring, have a few of their own favorite questions that they ask. But, in the absence of any guidance from management, they all admit their interview performance leaves something to be desired. Similarly, Jack Carter himself is admittedly most comfortable dealing with what he calls the “nuts and bolts” machinery aspect of his business and has never felt particularly comfortable having to interview management or other job applicants. Jennifer is sure that this lack of formal interviewing practices, procedures, and training account for some of the employee turnover and theft problems. Therefore, she wants to do something to improve her company’s performance in this important area.
Questions
In general, what can Jennifer do to improve her employee interviewing practices? Should she develop interview forms that list questions for management and non-management jobs? If so, how should they look and what questions should be included? Should she initiate a computer-based interview approach? If so, explain why and how. Should she implement an interview training program for her managers, and if so, specifically what should be the content of such a training program? In other words, if she did decide to start training her management people to be better interviewers, what should she tell them and how should she tell it to them? Read this and then answer the questions Carter Cleaning Company
Like virtually all the other HR-related activities at Carter Cleaning Centers, the company currently has no organized approach to interviewing job candidates. Store managers, who do almost all the hiring, have a few of their own favorite questions that they ask. But, in the absence of any guidance from management, they all admit their interview performance leaves something to be desired. Similarly, Jack Carter himself is admittedly most comfortable dealing with what he calls the “nuts and bolts” machinery aspect of his business and has never felt particularly comfortable having to interview management or other job applicants. Jennifer is sure that this lack of formal interviewing practices, procedures, and training account for some of the employee turnover and theft problems. Therefore, she wants to do something to improve her company’s performance in this important area.
Questions
In general, what can Jennifer do to improve her employee interviewing practices? Should she develop interview forms that list questions for management and non-management jobs? If so, how should they look and what questions should be included? Should she initiate a computer-based interview approach? If so, explain why and how. Should she implement an interview training program for her managers, and if so, specifically what should be the content of such a training program? In other words, if she did decide to start training her management people to be better interviewers, what should she tell them and how should she tell it to them?
Explanation / Answer
Question:- In general, what can Jennifer do to improve her employee interviewing practices? Should she develop interview forms that list questions for management and non-management jobs? If so, how should they look and what questions should be included? Should she initiate a computer-based interview approach? If so, explain why and how.
Answer:- Carter Cleaning Company’s interviewing and hiring process can be seen as an unstructured and inadequate activity. In order to improve the interview process, Jennifer can conduct some practice interviews. She can go through the entire process and try to find out the flaws and improvement areas in this interview process. She must make a checklist of the different activities to be done, different questions to be asked and the points to be noticed in the candidates.
Interview forms would be very helpful and management interviews should include questions that aren’t relevant or necessary during a non-management interview.
Management questions could include questions/requests such as:
“Give a time when you lead a team to an accomplishment and how did you do it?”
“What is your greatest accomplishment?”
“How would your co-workers describe you?”
“What is your supervising style?”
“What is your definition of success/failure?”
Non-management questions might include:
“Do you work better with a team or alone?”
“Why are you looking to leave your current job?”
“How would your previous/current manager describe you?”
“What are your strengths/weaknesses?”
If we look closely, the computer-based interview process can also be implemented but it will incur a lot of investment and require data handling and processing skills and time. On the other hand, a personal interview will be adequate in judging the various traits, communication skills, managerial skills of a candidate.
However, this computer based approach can be used as it will remove any kind of personal prejudices, will facilitate a universal scale for evaluating the candidates, comprehensive questions can be asked and in-depth information from the candidate can be sought.
Question:- Should she implement an interview training program for her managers, and if so, specifically what should be the content of such a training program? In other words, if she did decide to start training her management people to be better interviewers, what should she tell them and how should she tell it to them?
An interview training program for her managers would be quite beneficial. She should have the managers interview each other to build their interviewing confidence. She should tell her managers that each interview is important because someone you interview will be on your team. Doing your best to ensure you are hiring the right person for, not only the job but also your team will only benefit the workflow of the company in the long run.
She can even communicate various pitfalls which can arise during the interview process and an opportunity for conducting the mock interview in the training session will be quite helpful in order to polish the interviewing skills of the managers and can feel more comfortable during the entire process.
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