Developing an Interview Plan
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Feb 20, 2024
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Developing an Interview Plan
Cheyenne Wiley Capella University BUS4045: Recruiting, Retention & Development Nicole Runyon November 24, 2023
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Introduction:
The interview process is a very important part of the recruitment process. It's super important because it helps determine which candidates are the right fit for each position in the company. Throughout the interview, the recruiter can evaluate the candidate's work experience, knowledge, qualifications, and background. This will help identify which candidate has the best skills that align with the goals of the company. Throughout the rest of the paper, we will assess which interviews are the best option, which interview question styles will be used, and instructions that will be given to hiring managers to avoid illegal questions.
Assess whether structured or unstructured interviews are the best option for the interview process:
It's super important that the hiring managers understand what the different types of interview formats are. The two main interview formats that are typically used are structured and unstructured. “A structured interview is a type of interview that relies on a set of standardized and premeditated questions in order to gather information” (Blog, 2023). An unstructured interview does not have a set of standard questions and is more informal. “On the other hand, an unstructured interview is a type of interview that does not rely on a set of premeditated questions
in its data-gathering process” (Blog, 2023).
Both interview formats have many advantages and disadvantages that come with them.
Structured interview:
Some advantages of this process are that it’s easier to analyze and more objective because
the candidates provide simple answers that are relevant to the questions that are asked. This interview format is reliable and cost-effective because hiring managers don’t need extensive training because the questions and answers are simple.
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Some disadvantages include a lack of detail because this format prevents the candidate from sharing additional information that could be useful. This interview format does not allow the hiring manager to skip any questions for any reason; they all must be asked.
Unstructured interview:
Some advantages of this method include increased engagement between the hiring manager and the candidate. This allows the hiring manager to get a background on their skills, how they communicate, and what kind of person they are. This method is more flexible and allows both the hiring manager and candidate to be more comfortable. “An unstructured interview can be used to gather information on complex issues, unlike a structured interview” (Blog, 2023).
Some disadvantages of this interview process are that it is time-consuming. It can be time-consuming because this process allows the hiring manager and candidate to get off track and discuss other things. “An unstructured interview generates large amounts of data which is difficult to categorize and analyze” (Blog, 2023).
Both interview formats have many advantages and disadvantages. The best choice when hiring for a sales position would be to use both interview formats. For a sales position, it’s important that the candidate understand sales, have a background in customer service, and have a
good personality. Using both formats will allow the hiring manager to see if they have basic knowledge of sales and customer service and evaluate what kind of personality they have. A structured process already has “predesigned questions, order and ranking scale and inject however much risk you’re comfortable with” (Podolsky, 2019). Then, using the unstructured process allows the hiring manager to ask more questions and have some detailed conversations to
get more information from the candidate.
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Describe interview question styles you plan to use during the interview process:
For the interview plan I am developing, I will use a combination of behavioral, situational, and competency-based questions. If only one of these styles were used, it would not show whether the candidate would be a good fit for the sales position. When using a combination
of all three styles, it allows us to gather more background on the candidate’s skills, personality, and how they communicate.
Behavioral questions help the hiring managers get a better understanding of who the candidate is and how the candidate works. This also allows hiring managers to see how candidates handle certain situations. An example of a behavioral question is “Tell me about a time you made a mistake at work. How did you fix it?” (Indeed Editorial Team, 2022). These questions will be helpful when hiring for the sales position because this employee will be interacting with customers.
Situational questions allow the hiring managers to ask the candidates how they would react to real-world scenarios. Managers use these questions to see how the candidates handle situations when they are faced with them. An example of a situational question is “If you didn’t agree with a decision your manager made, what would you do?” (Simpson, 2022).
Competency-based questions determine if the candidate’s skills match the skills that are required for the position. When the hiring managers ask competency-based questions, they are looking to see if the candidate is team-oriented and how they handle simple challenges. An example of a competency-based question is “When have you completed a difficult task as part of
a team?” (Indeed Editorial Team, 2023).
Describe instructions that hiring managers will be given to avoid illegal questions during the interview process:
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It is very important that hiring managers are aware of the unethical and illegal questions that should be avoided. The hiring managers need to ask questions respectfully, carefully, and in compliance. When preparing the hiring managers for interviews, it will be addressed that it is very important to stay on topic and only discuss things about the company and position. There will be a list of illegal questions to avoid that will be given to the hiring managers. That way, these questions won’t get asked. Some questions that hiring managers should avoid asking are about the candidates:
Race
Age
Ethnicity
Color
Country of origin
Birthplace
Gender
Marital status
Pregnancy
Disability
Religion
Family status
The most important part is making sure hiring managers receive the proper training that’s
needed so the company avoids legal action. It’s important to properly train the hiring managers on the questions to avoid and teach them about all the laws and regulations.
Conclusion:
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In conclusion, having a strong interview plan in place will be extremely helpful and will be used as a guide during interviews. Understanding the difference between structured and unstructured will help determine which one to use when hiring for different positions. Also, understanding the different styles and illegal questions to avoid will help the hiring managers be successful when making those tough decisions.
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References:
Blog, F. (2023, July 27). Structured vs Unstructured Interviews: 13 Key Differences
. Www.formpl.us. https://www.formpl.us/blog/structured-unstructured-
interview#:~:text=A%20structured
Indeed Editorial Team. (2022, June 24). 10 Behavioral Interview Questions (With Advantages)
. Indeed Career Guide. https://www.indeed.com/career-advice/interviewing/behavioral-
interview-question-advantages
Indeed Editorial Team. (2023, July 21). 13 Competency-Based Interview Questions and How To Prepare for the Interview | Indeed.com
. Indeed Career Guide. https://www.indeed.com/career-advice/interviewing/competency-based-interview
Podolsky, M. (2019, July 19). Council Post: Structured Versus Unstructured Interviews
. Forbes. https://www.forbes.com/sites/theyec/2019/07/19/structured-versus-unstructured-
interviews/?sh=7c37f8b44780
Simpson, M. (2022, June 6). Situational Interview Questions And Answers (Examples Included)
. The Interview Guys - Get the Interview, Get the Job! https://theinterviewguys.com/situational-interview-questions-and-answers-examples-
included/