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Limitations of semi-structured interviews
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Structured Interviews
For the different general managers doing hiring functions, Lee wants to find a more standardized approach. “Without structure, interviewers tend to favor applicant who share their attitudes, give undue weight to negative information, and allow the order in which applicants are interviewed to influence their evaluation” (Mueller & Wanberg). To insure the structure of hiring processes they should have a specific interview process with the interviewer being the same person for all interviews. This will ensure that the interviews will be the same for all applicants and having the same people do the interviews you can make sure that they are adequately trained and all interviews will stay consistent.
“Training interviewers
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This will lead to happier customers. For example when hiring an order processor the interviewers should be looking for someone who is customer friendly as well as a person who knows a bit about plumbing. This is one of our leading problems because they are the ones who are assigning the plumbers and if they do not know whether or not to send out a plumber or a plumber’s assistant then that is when our customers are unhappy because they are not getting the service they need or they are getting billed to much because the appropriate servicer is not being sent out to do the …show more content…
Order processors that work for DrainFlow are the individuals who speak to the customers and discuss what the problem is. From this, they determine whether a plumber 's assistant is capable of performing and completing the job or if it is something a licensed plumber needs to handle. Aside from the order processors not being properly trained or not having the proper knowledge to assign the correct individual to the job, they are attempting to complete the job without going too in depth. Depending upon how many order processors there are in the company, the individuals could feel overwhelmed from handling all the other orders that come in, in a timely
Their purchase habits can also help to give the company a better understanding of the
Most of the employees in Lowe’s are full-time personnel who know much more clearly about the products than those part-time employees. Better knowing the company, Lowe’s could engage with customers easier and more frequently, then collecting more information from the consumers. Consequently, the company would get more valuable data and arrange functional
Per Yoder-Weiss, the process of staff selection is getting the most qualified person for the position that fits into the organization; someone with similar values and skill set to do the job. Hiring the right person is critical for success one of the pitfalls in staff selection is selecting the wrong person and be expensive and affect the team negatively. Allowing staff to take part in the selection process not only helps with selecting someone who will fit in but also show that their opinion is valued. (p.
The customer support and customer service functions are more than departments; they are part of an essential strategy for growing your business. In the modern business climate, customers expect answers to their questions immediately. When the right information is available anytime, from anywhere in the world, customers are more likely to have a positive experience, thus customer loyalty will be increased. It is a known fact that the cost to obtain a customer is ten times higher than to maintain and keep existing customers. (Gouran, Dennis, W.E. Wiethoff, & J.A. Doelger. (1994). Mastering communication. 2nd ed. Boston: Allyn and Bacon.) Not in Reference Pg.
Hiring and promotional processes must remain fair and consistent to maintain a positive and legal employer. References Grossman, J. L. (2010). Lewis v. City of Chicago: The Supreme Court protects the rights of disparate-impact discrimination plaintiffs. Retrieved from http://writ.news.findlaw.com/grossman/20100608.html Lewis v. City of Chicago, 560 S. Ct. 560 (2010).
The employment interview has been the key element used for determining a candidates’ worthiness in filling an open position. Organizations rely on employment interviews as a way to predict the future job performance and work-related personality traits of interviewees. Over the years validity of the employment interview has been under scrutiny, so it is no wonder that is has been the topic of many research papers. The definition of the employment interview is “a personally interactive process of one or more people asking questions orally to another person and evaluating the answers for the purpose of determining the qualifications of that person in order to make employment decisions” (Levashina, Hartwell, Morgeson, and Campion 2013, p. 243).
Overall, these employees will need to communicate effectively in order to make customer satisfaction high, which would result in the customers of being in a happy atmosphere to shop in both businesses again. However, it is likely that Asda would communicate with customers directly to their face in the same place, in comparison to Chapmans Electrical, the employees would communicate with customers virtually through emails and phone calls. Moreover, in Asda the employee must have knowledge of products, so they can answer simple questions from customers like asking where a certain product is in the store. Meanwhile, an employee of Asda must know information regarding technology considering Chapmans Electrical only provides electrical products to customers thus the training of a Customer Service Assistant at Chapmans Electrical will be more than Asda’s training of a Customer Service Assistant. Unexpectedly, Asda deals with more customers, since it’s a bigger business than Chapmans considering they have more stores and customers, but Chapmans Electrical would have to deal with each customer more longer, as they have to explain each aspect of detail to the customers considering customers would ask questions that would need a response with a lot of detail, as they regard with
...trustworthy or not. This narrows down to how the consumers view the expertise of the company in manufacturing this particular product. Therefore, the company should ensure that all the staff members are highly qualified so as to boost the confidence of the customers.
Since they are hiring the person and not to fill a specific job position, it keeps the people flexible and innovative.
According to Noe (2012), most experts believe that the most important human resource decision makes by a leader is deciding who to hire. Manager manages the recruitment and selection process. Selection for the best candidates for the job is very important in an organization because the performance always depends on employees, the recruiting and hiring is costly and the legal obligations like mismanaging hiring has legal consequence. The main aim of employee selection is to achieve person-job fit which is identifying the knowledge, skills, abilities (KSAs), and competencies that are central to performing the job. The objective of effective selection is to decide who the right people are, by matching individual characteristics (ability, experience, and training) with the requirements of the job (DeRue & Morgeson, 2007; Kristof -Brown, Zimmermam, & Johnson, 2005). The manager will do checking for reliability and validity of the interviewer. In PPNJ Poultry & Meat Sdn Bhd, the people who manage the recruitment and selection process is the Human Resource department or staffs.
To cater to customer needs. To keep in mind the complications that arises in different situations and handling it. Teamwork and proper service, internal strategy and proper communication.
The Effectiveness of Selection Interviews Evaluate the relative effectiveness of selection interviews as an indicator of likely candidate suitability in the case of a selected business, making recommendations for improvements in procedure. D1 The interview is the final stage of the Recruitment and Selection process. Candidates can be classified as the applicants for a vacancy that they have seen advertised. The chosen business for this question is M&S.
A few decades ago, businesses considered customer service as an unnecessary expense. Now, companies view it as a competitive advantage in the marketplace.
...n process is very important for an organization to hire new members, as employees need to select the right person to do the right job. Therefore, employees need to read through applicant’s document and qualifications, hence organize an interview to be more close with the applicant, to know more about the applicants, see if they are suitable for the job position. Selection process can help the employees not to make wrong decisions, this is a good opportunities to assess skills, aptitude and abilities. (John, 2007)
...greater number of people in an economic, efficient, and effective manner. This paper has provided a background and understanding of employment recruiting, the styles, methods, and tools available to allow customization of interviewing methods applicable to the situation or needs of the organization or project. An overview of the creative large scaled employee recruitment project Borgata Hotel and Casino notably made history and a study of best practices in employee hiring, recruiting and interviewing process that enhances corporate strategy.