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Assignment: Interview Plan
There are a variety of interview types, each serving a different purpose. In this Assignment, you will
develop an interview plan for an organization in which you will determine which types of interviews to
use.
In this Assignment, you will be assessed on the following outcomes:
HR400-3: Analyze candidates through the use of interview questions.
Assignment:
Before starting this Assignment, review the Assignment Checklist. Then, in a separate Word
document, write a 2–3 page paper based on the following scenario:
You are the human resource manager for a 300–employee insurance organization. You have been
assigned to develop an interview plan in which you determine which types of interviews will be used
in the organization. Address the following in your plan:
1. Describe the interview type(s) you recommend the organization use. Include an explanation
why you are recommending these interview types.
2. Identify how you will ensure those doing the interviewing will have the appropriate interviewing
skills

Interview plan

Organizations through their human resource managers often conduct interviews to identify and determine the best and qualified talents to join their workforce. An interview is a conversation that takes place between the interviewers, in this case, the employer and the interviewee, in this case, an applicant where questions are asked and answers provided concerning the job position as well as their skills and knowledge. Notably, there are different types of interviews that the interviewer can choose to use in his selection process (National Film Board of Canada, 2016). An interview is paramount in ensuring that the management hires the best among the best. Each genre o interview serves a particular objective, and there is no one specific type that is best for all interviews.

As the hiring manager for a 300 employee insurance companies, I would recommend the use telephone and panel interviews. A telephone interview is a conversation that takes place between the employer and the applicant over the phone.  A telephone interview is famously used to screen applicants o enable the management to narrow the number of applicants to a reasonable figure to attend interviews in person.  Through this kind of interview, the employee gets the opportunity to screen candidates based on their experience, qualification as well as salary expectations regarding the position in question. Therefore, through a telephone interview, I can manage to narrow the three hundred applicants to around ten candidates who would be invited to attend a panel interview. Additionally, this genre of interview helps to save time and eliminates candidates that are unlikely to meet organization’s expectations (McMunn, 2013). Some of the rationales for this choice is the fact that telephone interview acts as a stepping stone of the employer to learn more about the employee while at the same time giving an opportunity to the employee to learn more about the employer and the position available. Additionally, it helps to determine long distance relationships between the employer and the employee.  Therefore, rather than offering the job opportunity to people who live way far from the organization, through job interview the employer can determine the acceptable and informative technique to make the first contact with the candidate physically.

Related : Competency–Based Questions

After qualifying the initial stage of a telephone interview, successful applicants will then be invited for a panel interview. A panel interview is that type of screening meeting for job candidates that involves the participation of two or more persons from the hiring company which is the insurance organization. The panel interview should be conducted by people who perform different operations within the company and have excellent interview skills. Through panel interview, the employee gets an opportunity to evaluate and analyze the applicant’s skills set and his or her overall efficiency in handling a team of members with a variety of questions (Bush, Grote, Johnson-Greene, & Macartney-Filgate, 2008,). Through this genre of the interview, skills such as multitasking capabilities, ability to handle pressure, mental ability to concentrate and process each question and the experience of the applicant are tested by the panel members. Some of the benefits of choosing this interview are the fact that t eliminates one-on-one comfort with the applicant thus bringing a more reserved applicant out of their shells to know his or her true colors.  Additionally, this type of interview gives a better assessment of the candidate by analyzing the applicant’s body and facial language when answering questions.  Moreover, it saves time and brings together all decision makers at one table at one to get a rounded view of the candidate thus speeding up the interview process.

An interview without qualified interviewers would not be objective and effective when selecting a qualified employee irrespective of the interview method employed by a company. Therefore, as the human resource manager, I have to make sure that my interview panel is at its best and qualified enough to spot an exceptional and unique talent.  Therefore, the best way to keep their interview skills on point is thorough training and education. An interactive training program will give me an assessment of how qualified the panel is and to what level can their skills be improved.  Therefore, I would design training programs that would take place in a classroom setting where I would explain to them the most important techniques that should be applied when conducting an interview. These important interview techniques include preparing for an interview, proper decision making, learning how to ease a candidate by creating a friendly environment as well as taking notes (“Performing at the Interview,” 2013,). Additionally, the member of the interview should be in a position to determine what the company is looking for and use presentable mode or a way of questioning the candidate as well as respond to the applicant’s questions.

From the above-detailed discussion, it is easy to point out that interview is one of the core elements of the hiring and selection process in a company. It proves crucial as it helps to connect both the employer and the employee apart from assisting the organization to hire the best talents in the labor market. Moreover, it assists job seekers to present their skills, knowledge, and qualifications in an attempt to acquire desired jobs and positions.

References

Bush, S. S., Grote, C. L., Johnson-Greene, D. E., & Macartney-Filgate, M. (2008). A Panel Interview on the Ethical Practice of Neuropsychology. The Clinical Neuropsychologist, 22(2), 321-344. doi:10.1080/13854040601139187

McMunn, R. (2013). Telephone interview questions and answers. Kings Hill, Kent: How2become.

National Film Board of Canada. (2016). Interview. Montreal: Author.

Performing at the Interview. (2013). How to Succeed at the Medical Interview, 26-34. doi:10.1002/9781118393796.ch3

 

Related : Preventing Employment Discrimination

 

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