- Interview questions
The applicants applying for job positions in the interior design occupation normally face Behavioral, Skill- based, and Situational interview questions.
- Behavioral interview question
In the behavioral profession interviews, the employers decide the skills that they need in applicants they are about to hire and ask questions to establish whether the applicants possess those skills. Therefore, the behavioral interview questions are more focused than the traditional interview questions and the candidate need to reply with specific examples of the way he/she handled certain situations in the place of work.
Behavioral interview question to ask an Interior Designer candidate
- What do you think is most crucial when dealing with our clients?
- Situational interview question
In the situational profession interviews, the employers ask applicants particular questions about what might happen on an occupation. Thus, the employer asks an applicant to evaluate the situation and offer solutions on the way he/she would deal with that situation.
Situational interview question to ask an Interior Designer candidate
- What appropriate experience do you possess?
- Skill- based interview question
The skill based interview questions are questions that the employers design to test specific skills in the job applicants. The three interview questions that I might ask an applicant applying for interior design occupation include
Skill- based interview question to ask an Interior Designer candidate
- When given an imperative assignment, how do you approach it?
- Selection tests/inventories
Organizations throughout the world compete ferociously in the war for skills and talents. Some invest the huge amount of cash and other resources in the advertising as well as recruiting strategies to attract the most excellent applicants. The reason organizations do this is because human resources are the most imperative resources in any organizations. Selecting as well as using effective methods of assessment can improve the productivity and quality of an organization’s employees greatly. As an employer in the interior design occupation, I will use cognitive ability and biographical data tests to hire someone.
- Cognitive ability tests
Cognitive ability tests are the selection tests that measure various applicants’ mental abilities such as mathematical and verbal ability, reading comprehension, and reasoning ability. Thus, I will administer these tests to the applicants to test their reasoning, mathematical, and verbal abilities. I will administer multi-choice items to the applicants and then determine their mental ability scores. The importance of using the cognitive tests as selection tests is that I will know whether the applicants are critical and creative thinkers or not. As a result, I will select the applicants that will score high in the mental ability score because the interior design occupation requires creative and critical thinkers.
- Biographical data inventories
The other selection inventories that I will employ in hiring the candidates will be biographical data inventories. I will ask the job applicants questions about their personal characteristics, interests, and background. The importance of biographical data inventories is that it will help me to assess how effectively the applicants performed in their previous interior design occupations.
- Training and development initiative
- Annual performance appraisal review
The two criteria that I will use to evaluate an employee in the interior design occupation are teamwork and productivity.
- Teamwork Criteria
I will develop teamwork skill among the employees for the development of the entire group. In evaluating an employee using the teamwork criteria, I will first evaluate my requirements and expectations such as increasing sales, improving the workers' morale, and establishing the name of the enterprise in the market, among others. The next step will involve keeping a secret checklist for my considerations of changes to determine whether they are techniques to improve the processes. The next step will involve talking to the member(s) of the team as individuals and as a group to ascertain their concerns, feelings, ambitions and goals about their development, as well as obstacles. I will then identify any problems that the employee might not tell me ordinarily and listen carefully to such employee. The other thing will involve identifying the difficulties that the workers will be facing and install a system for the employees to make fair comments or suggestions.
- Productivity criteria
The other criteria that I will use to evaluate an employee (s) in the interior design occupation will be the productivity criteria. For my written feedback on my evaluations to have a long-term impact, I will focus on the personal performance factors, which determine my employees’ work quantity and quality. Thus, I will include the targeted phrases, which will energize the employees to keep up their commendable works in certain areas, whereas also encouraging them to focus on the quantity and quality of their work where necessary.
Conclusion
The two criteria will help my employee (s) recognize their development needs and strengths. I will measure the annual performance by using a graphic rating scale because it is easy and applicable in the two criteria that I will use to evaluate an employee in the interior design occupation.
