You have recently been hired as the HR Manager in a relatively small firm (549 e

Question

You have recently been hired as the HR Manager in a relatively small firm (549 employees), which makes control valves that are shipped all over the world. The company is 28 years old, and its original founder is still the President and CEO at the age of 64. The CEO is a large man, at 6’5” and 325 pounds, with an imposing mane of white hair and a red blazer signifying his membership in the University of Alabama Alumni Association. He was a two-time All-American lineman at the University in his college days, and most of the management team are graduates of Alabama.

The President wants to be involved in all hiring decisions - from the VP of Operations to the secretary in the Marketing Department. He insists on interviewing all of the top 3 candidates for every job opening. Right now, the company employs an almost totally male workforce even though a great majority of the jobs could be handled by just about anyone. Based on your recent experience with him in the process where you got hired, you know he has terrible interview skills – he starts all interviews with women by addressing them as “Little woman” and refers to men as “Bubba”. He probably drives away many qualified applicants. How would you approach the situation? Can you teach him to be a better and more effective interviewer?

Explanation / Answer

For designing a hiring process in this case these terms should be followed

Ethical standards

Looking at the ethical standards of operation while interviewing an individual should be kept align with the standard of the organisation. This type of approach would not only enable an interviewer to maintain better standard in interview but also provide adequate brand image to their related organisation.

Using professional words

Any kind of unprofessional language should be avoided. Using abbreviations as well as using slang for any kind of discriminatory words should not be done in any circumstances. This type of approach would not only reduce the impact of available operational capabilities but also creates a problem of being filed with a lawsuit regarding discrimination.

Making it efficient.

By creating an efficient hiring process the steps in the hiring process should be decided very efficiently for example the minimum requirement of the education can be decided in the very initial part for avoid sorting it later. Automatic systems can also be used with design and run a hiring process initially. Keeping the same process consistent across the different candidates can also help you in maintaining the process more efficiently.

Sorting out the characteristics of the job

By sorting out the different characteristics as per the requirement of the job you can easily create an effective and more productive hiring process in which is directly beneficial to your organisation. By deciding the steps by analysing the job position and determining the qualities needed for the specific job and HR process can be easily designed.

Choosing the selection methods

By getting to know about the qualities of the candidate you have to define the best available method for getting out the most of his characteristics in hiring process. By getting out the most of the characteristics from him, you can determine if the candidate is correct for the needed position.

Evaluation of all the candidates using the same process and criteria

Buy a valid in each and every candidate with the same process and criteria you can easily compare them with each other and find out the best one available to work with your company. This specific step is very essential as there should be a standard to measure different people as according to the needed job.

By following above guidelines speaking easily implement the correct candidate for the specific job and provide adequate support to the overall decision making.

P.S. - please leave a comment if any explanation is needed.

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