As you are developing your interview strategy, think about testing options that

Question

As you are developing your interview strategy, think about testing options that would benefit the interview process. The following must be included in your interview strategy (750-1,000 words):

A detailed description of the time, place, format, interview type, and employees involved in the actual interview process.

At least one testing option to be included in the interview process. Why is this option best suited for the interview?

A minimum of four situational and four behavioral interview questions that you would use to interview for both jobs. (Reminder: Use both of the job descriptions from your previous assignment)

Explanation / Answer

I will help you with some key pointers which will help you come up with the final answer required (also please draw in points from the previous assignment - I am not aware of your previous assignment so I can only provide my perspective here)

Place: I would conduct the interview test preferably at a hotel, and not at the office. The first aim is to make the candidates comfortable, and they should be in an environment where they feel free and relaxed. It has often been proven that a neutral third party location is best suited for this.

Time: I would recommend a time slot in the first half, typically starting at 9AM. The human mind is generally fresh during the morning hours. The candidates should ideally be checked in a day prior

Employees involved: I would maintain a 1:5 ratio - 1 employee (interview panel) for every 5 candidates. The panel would ideally involve cross functional leaders (heads), and mid level managers, and a HR panel

Testing Process: I would make it a mixture of aptitude and on the spot presence of mind. To start, with, it would be an aptitude test which comprises mathematics (basic) & logical reasoning. 60 questions in 60 minutes is what I would recommend. The top 60% can be taken in for the next round, which would be a case presentation. The difference here would be that it would not be slide based, but the candidates would have to present on chart paper. This brings out a lot of new perspective in terms of the thought process of the candidate.

Finally, I would send in the shortlisted candidates for the interviews (which should ideally be 2). It is here that I would introduce puzzle solving as a small piece for testing the way a candidate thinks (right/wrong answer does not matter). The thought process and the approach matters.

Situational Questions:

1. You see your manager taking a bribe. What would you do?

2. Describe a situation where you handled conflict

3. Have you ever convinced the senior management to buy an idea that you thought was right and then see it through to implementation?

4. Give an example where you handled a difficult colleague

Behavioural:

1. What is your biggest weakness

2. Give me one situation where your strength became your weakness

3. What is your short term goal. Do you think it is necessary to have one?

4. Have you handled pressure? Give me an example

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