Running Head: HR INTERVIEW 1
HR INTERVIEW
Students Name
Professors Name
Institution
Course
Date
HR INTERVIEW 2
HR Interview
To acquire staff within the organization is a challenging task. Yet, there are certain
issues, considerations, and actions that are used. On the paramount, it is necessary to assess the
kind of people that are required as staff members. This can involve a number of criteria and in
this case, it is important to check on personal qualities, commitment to, skills, and passion for the
issue, not forgetting the demographic features (Carey, 2007). What's more, it is vital to examine
on the affordability. Will that position be for part timers or full timers? Will it be followed by
some kind of benefits, in specific the health issue, and at what extent should be considered for
someone to get some portion? In fact, it is acknowledged to weigh the process of hiring. What
kind of individuals, and on which organizational segments will be involved? What points in the
process and who to screen the applications on those to interview? If all these, but not limited to,
touches on the required guidelines, there is the need to lay out the general shape of the process of
hiring for the organization.
After laying out the general shape of the hiring process, sourcing will follow. This is
regarded as the process of short-listing those candidates that are seemingly within the process of
recruitment. To correctly shortlist the applicants, the first step is to assess them in respect to the
desirable and essential criteria. Next is to shortlist as applications are received. This step is aids
in avoiding sifting via large application numbers in a session, in particular, a case where it is a
general post. Also, if possible, it would be recommendable to review the applications separately
through the online short-listing panel. As well, use of a spreadsheet or short-listing grid is
perceived as the easiest and effective way to the source. If there are cases of redeployment, it is
advisable to conduct another interview if essential criteria have been met. After sourcing, the
process of hiring follows. Evaluation begins where work samples, written materials, and
HR INTERVIEW 3
referencing check is done, and all information about the applicants is gathered. This is followed
by rating job-related skills and assessing whether the candidate fits in the department. The
applicant's data is then matched with qualities and skills that were identified in the process of
sourcing. Where two candidates have equally qualified, there is the need to conduct an
affirmative action, which states that if there is a minority candidate or a woman amongst the
finalists, that candidate ought to be preferred to the other unless there are other perceived better
qualities on the other side in order not to lose such good qualities (Jurnak, 2010). If the two are
classified employees, the one with the greatest seniority is to be chosen.
Of the top qualities to screen for in a new employee, being proactive is a deal-breaker. Is
the candidate's work metabolism burning at a high rate or at a diminishing rate? Does the
candidate seem to move forward and decide on what to do, or does he/she delay or hesitate on
anything? Besides, an enthusiastic and passionate candidate can be a deal-breaker also. It's
advisable, however, to look whether the success of such candidate shines through during the
interview since people who endeavor to work will stay longer in the organization than the one
working for the sake of the paycheck. Nevertheless, on the negative end, we attempt to screen
out those candidates who emanate a sense of prerogative, as this is the root of all evils in the
organization.
One of the major HR problems is change management. This is because it is generally not
a focal point for training and developing HR, rather; it represents a significant challenge for
staff's management. As it is the paramount issue as HR continues with attempts to aid in
managing, developing, and moving forward the businesses, this emerges to be the origin of
change management. And so, to tackle this issue, as Toops (2010) asserts, there is a need for
intensified training and focus in order to develop added proficiencies.
