Running head: INTERVIEW STRATEGY 1
INTERVIEW STRATEGY 6
Selection Process – Interview Strategy
Interview Strategy
The organization is seeking to recruit six new members into its workforce, to facilitate in running its operations. Based on the job description, this is a construction company and it needs qualified individuals with at least four years of experience in the construction industry. Prior to the actual interview process, the company will solicit candidates from construction industry job boards, employee referral bonus program, as well as utilizing Boolean search logic to fish out talented individual from the internet (Berman & 1, 2016). During the actual interview process, candidates will be expected to arrive as early as possible to start the interview. Late coming will not be tolerated. Candidates will have to pass a series of seven tests before attending the actual interview. These tests will be considered as the first part of the interview and will be taken on the first day before proceeding to the actual interview on the second day.
The company will conduct a panel interview whereby each candidate will have to face the panel at a given time. Nine panellists will present and each will ask different questions to evaluate the candidates’ capability. The panel will mainly comprise members from the HR department, and two external observers to ensure that the interview is conducted in a fair and credible way. Gender balance shall also be put into consideration to ensure credibility. The interview will be conducted within the company’s premises particularly the organization’s conference hall. During the interview process, the conference hall will be out of bounds to other irrelevant parties in order to provide a conducive environment for the interviewing process. The interview shall start at exactly 9.00 am and each candidate will have exactly twenty minutes to answer the panellists’ questions. Questions will orally and each candidate should also respond to the questions orally. Since the organization seeks to recruit individuals with exceptional competence, only candidates with more than four years of experience in the construction industry will be tolerated.
Testing Options
All candidates will be through a series of tests to determine their competency level. The first test will be job knowledge test. As stated earlier, only candidates with over four years of experience in the construction industry will be entertained. Job knowledge test will measure the candidates’ theoretical or technical expertise in the construction field. For instance, a candidate may be asked about road construction processes. This test is most useful in this interview because our organization require high level of expertise and specialized knowledge in construction activities. Candidates will also have to undergo an integrity test. Question’s regarding integrity will be asked by a specialist member of the interviewing panel to determine each candidate’s level of integrity or how that candidate can handle issues regarding integrity. Integrity test will help our company avoid hiring undisciplined, unreliable, and dishonest people (Wawra, 2015). The interview will utilize overt integrity tests, where candidates will be asked direct questions about ethics and integrity. Notably, covert tests evaluate one’s personality traits related to integrity.
The third test that each candidate will have to undergo is the cognitive ability test. This test helps in measuring a person’s general mental capacity that has a strong correlation to job performance. The interview includes this test because it accurately predicts job performance compared to experience. Our company will utilize a General Aptitude Test (GAT) to measure numerical, verbal, and logical reasoning (D’Ardenne, 2013). This testing technic will help our company employ people who think critically and are able to use address various issues more easily and effectively.
Personality assessment will also be one of the testing options in the interviewing process. This assessment provides a clear understanding of a candidate’s cultural fit and whether his/her personality can translate into success of the company. Therefore, candidates will be gauged whether their personalities can enable them work effectively in a construction company. Candidates who score high on assertiveness and extraversion will be highly considered (Paulo, Albuquerque, & Bull, 2016). Besides the personality assessment, candidates will be assessed for their skills. This test will measure actual skills both hard and soft skills such as computer literacy. Lastly, candidates will have to take physical ability tests. This test is relevant because the company deals with construction activities hence the need for people who physically strong. Therefore, the test will measure the candidates’ strength and stamina. Candidates must have physical strength and dexterity.
Interview Questions
1. Tell us a little about your personality, education, as well as professional background?
2. What do you know about our organization, and from where did you learn about the job openings in our company?
3. What task of construction do feel you are good at?
4. How would you rate you mathematical skills on a scale one to ten?
5. What do you think are the primary roles of a construction worker?
6. Have you ever had an injury while at work? If yes what was the incident? And what would you do in future to avoid such incidents?
7. Have you had any kind of safety training? If yes, elaborate a little.
8. Do you have a personal checklist or criterion to make sure that you are ready to leave the site at the end of your shift? If yes, tell us about it.
9. How would you handle customer complaints regarding the quality of your work?
10. Would you rate yourself as a team player?
11. Do you have a problem interpreting blueprints and electrical drawings?
12. Tell us about the protective gears you know in the construction industry and mention their importance.
References
Berman, E. M., & 1. (2016). Human resource management in public service: paradoxes, processes, and problems. Thousand Oaks, California: Sage Publications, Inc., [2016.
D’Ardenne, J. (2013). Developing Interview Protocols. Cognitive Interviewing Practice, 101-125. doi:10.4135/9781473910102.n5
Paulo, R. M., Albuquerque, P. B., & Bull, R. (2016). Improving the Enhanced Cognitive Interview with a New Interview Strategy: Category Clustering Recall. Applied Cognitive Psychology, 30(5), 775-784. doi:10.1002/acp.3253
Wawra, D. (2015). Job Interview Corpus. doi:10.3726/978-3-653-04431-7
Instructor’s comment
You followed APA guidelines, you should have had two set of interview questions one for each position, you can not ask the same questions for both positions, they are two different position, your break down of the testing was detailed and informative. Points deducted for late submission, assignment had to be resubmitted due to high TuritIn score
90.86/125 (72.69%) View Rubrics