Series of Interviews Proposal assignment
Introduction
The review of different proposals on the series of interviews to be used by Gilliland-Moore Wines brought out several opinions and ideas. Based on each member’s proposal to select certain series of interviews, for each post required more than one kind of interview to select a competent candidate.
Feedback
Most of the group members selected their interview methods for all the three posts from the following kinds of interviews. They focused on structured and unstructured types of interviews, biographical interviews, and stress interviews, situational interviews and panel interviews. One member’s proposal supported the use of all these interview methods to select candidates for all posts. Misti’s feedback on the proposal was more detailed and specific. For sales team members, the series included stress interviews and structured interviews. Regional managers posts involved structured and experience interviews while the vice president’s included an unstructured interview. Selene’s proposal preferred unstructured and panel interviews for sales team members. For regional managers, she proposed behavioral descriptive and unstructured interviews. Finally, the vice presidents series of interview would be an unstructured interview then situational interviews conducted by a panel.
Suggestions
After reviewing each member’s proposal, suggestions for the best interviews series was established. The best series of interviews compose of more than one type of interview for each of the three posts. There was also need for pre-interview evaluations before any interview is conducted to ensure only individuals who are fit for the job are interviewed. After the interview series, selected candidates would go in for negotiations and offers for their salaries and working terms.
The unanimously suggested series of interview was the combination of a panel and unstructured interview for sales team members. The regional managers would be selected using behavioral descriptive and unstructured interviews. Finally, vice president candidates would undergo a series of three kinds of interviews; unstructured, situational and panel interviews.
Conclusion
Therefore, interview series for the vice president’s post is conducted differently from that of regional managers and sales team members. Unstructured interviews are the most effective interviews when used along other kinds of interviews because they help identify the competence of an individual and their personality.
References
Brannick, M. T., Levine, E. L., & Morgeson, F. P. (2007). Job & work analysis Methods, research, and applications for human resource management (2 ed ed.). Thousand Oaks, CA: sage Publications.
Cascio, W. F., & Aguins, H. (2005). Applied Psychology in human resource management (6th ed.). Upper Saddle River, NJ: Pearson Prentice Hall.
Edwards, J., Scott, J. C., & Raju, N. S. (2003). The human resources program-evaluation handbook. Thousand Oaks, CA: Sage Publications.
Losey, M., Meisinger, S., & Ulrich, D. (2005). The future of human resources management. Hoboken, NJ: John Wiley & Sons.
