Carter Cleaning Company The Better Interview is missing at Carter Cleaning Centers; the company currently has no organized approach to interviewing job candidates. Store managers, who do almost all the hiring, have a few of their own favorite questions that they ask. But in the absence of any guidance from management, they all admit their interview performance leaves something to be desired. Similarly, Jack Carter himself is admittedly most comfortable dealing with what he calls the “nuts and bolts” machinery aspect of his business and has never felt particularly comfortable having to interview management or other job applicants. Jennifer is sure that this lack of formal interviewing practices, procedures, and training account for some of the employee turnover and theft problems. Therefore, she wants to do something to improve her company’s performance in this important area. Questions: In general, what can Jennifer do to improve her employee interviewing practices? Should she develop interview forms that list questions for management and non-management jobs? If so, what kind of questions should be included? And how it will be graded? If she can give them some steps to Design and Conduct an Effective Interview, what should she tell them?
Carter Cleaning Company
The Better Interview is missing at Carter Cleaning Centers; the company currently has no organized approach to interviewing job candidates. Store managers, who do almost all the hiring, have a few of their own favorite questions that they ask. But in the absence of any guidance from management, they all admit their interview performance leaves something to be desired. Similarly, Jack Carter himself is admittedly most comfortable dealing with what he calls the “nuts and bolts” machinery aspect of his business and has never felt particularly comfortable having to interview management or other job applicants. Jennifer is sure that this lack of formal interviewing practices, procedures, and training account for some of the employee turnover and theft problems. Therefore, she wants to do something to improve her company’s performance in this important area.
Questions:
In general, what can Jennifer do to improve her employee interviewing practices?
Should she develop interview forms that list questions for management and non-management jobs? If so, what kind of questions should be included? And how it will be graded?
If she can give them some steps to Design and Conduct an Effective Interview, what should she tell them?
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