HRM - Assignment

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 Fernandez was a bright bright popular popular and well informed informed mechanical mechanical engineer, who graduated 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 evaluate or where she can implement her working capability and exclusively one her technical skill expertise. So a firm likes Apex Environmental which is a well known and structured firm where Maria most wanted to work. This can evaluate her working ability perfectly. That was her  expectation. expectation. But the interview interview was a disaster disaster for her because it was an Stress Stress interview. interview. The interviewer seeks to make applicant uncomfortable with occasionally rude question. The question ranged from unnecessarily discourteous to irrelevant an d sexist such.

This it reflected a well thought out interviewing strategy on the part of the firm because it helps to identify hypersensitive applicants and those with low high stress tolerance and Maria was selected because of her responsible and mature behavior. To respond the question whether it was a well thought interview or not; well it is controversial. It can be said that it was not overall well structured but the interview was effect effective ive.. The reason reason was in the interv interview iew the employ employer er asked asked too many many irrele irrelevan vantt questions like “why would you take a job on a waitress in a college if you are such an intelligent person”? Also “Are you planning on settling down and starting a family anytime soon?” So these sorts of questions were too irrelevant. 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 later when by a discussion the president knows my ability and technical skills it would help me to get the job. And after getting the job offer  I would definitely take the job.

If a scenario arises that I am not sure whether I would take the job or not, then to make myself sure I need some more additional information. Here Maria has some information regarding her job offer. Those were what would be doing, the industry and the firm’s location. And in fact, the president had been quite courteous in subsequent discussions, as had been the other members of the management teams. Besides this information if I am not sure about taking the job then some more information can help me to take my decision. This information can be as follows;

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Are there any securities of my employment?

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Is my job future is pessimistic?

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Is there any lack of insurance and pension benefits?

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Is there any chance to be underemployed?

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Is the working environment is suitable for the job?

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Where the firm is located and what is is supposed to be my job?

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Are the people of the firm behaving in a courteous and friendly manner?

Such additional information can help me to be sure whether I would like take the job or  not. Base on the above questions answer I can make a specific and clear decision in case of taking the job.

Question 3: The job application engineer for which Maria was applying requires: (a)

excellent technical skills with respect to mechanical engineering; (b) a commitment to working in the area of polluting control; (c) the ability to deal well confidently with customers who have engineering problems; (d) a willingness to travel worldwide; and (e) a very intelligent a well balanced personality. List 10 questions you would ask when interviewing applicants for the job.

Answer: In case of interviewing applicants the questions that can be asked are as

follows; 1. What education or training do you have that would help you in the job for which you have applied? 2. What experience have you had to deliver client-focused solutions in Land Development & Engineering? 3. Tell me about a situation in the past year in which you had to deal with a very upset customer or co-worker having Sediment and erosion problem. 4. Give an example of a time when you had to be relatively quick in coming to a decision? 5. What factors should you in providing innovative solutions to most challenging dredging projects? 6.