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ASSESSMENT QUESTIONS
1. How would you design a training program so that future interviewers would understand what can and cannot be asked in an employment interview?
Answer: I would develop a training program by utilizing the different aspects of instructional designs. Different aspects of the instructional design would be used to measure needs for training programs, ensure readiness for training, and plan different activities of the training program (Gardner, 2016). I would also utilize learning management system for employee training program.
2. If your organizational research had clearly established (with data) that women with children under the age of five are more likely to be absent from work than others. Could the company then use this information to make decisions?
Answer: Yes, the organization can utilize the available information to make a decision. The Age Discrimination and Civil rights act of 1991 place demands on the choice of selection methods.
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3. How would you design a structured, behavioral interview for an overseas assignment?
Answer: The structure could be designed on the basis of classroom instruction. The situational structure would include coming up with personal life cases and role playing. The behavioral structure would be having the interview in more desired behavior. On the basis of the evidence, I would think the behavior is more consistent because research concludes that it is an accurate way to teach interpersonal skills.
4. Discuss the ethical and legal implications of asking applicants about the health history of family members. Setting aside the possible legal issues, should a company take family health into consideration when evaluating an applicant?
Answer: The legal authorities that protect this are the Americans with Disabilities Act of 1991 and the civil rights act of 1991. An organization should not consider family health during evaluation of an applicant (Haahr, 2013). If the employee is expected to perform work on time and if he or she does not, only then the organization will have a reason to let the employees go. Other reasonable causes can be unethical practices.
5. Relative to alternative methods of selection, what role should an interview play in the selection of retail assistant managers? If you use more than one method, how would you go about weighing the information?
Answer: I think the interview must be one of the final steps in a multiple hurdle mode. If I utilize more than one method, I will go about weighing this as 20% because it mostly depends on higher manager decisions.
Interpersonal skills questions
1. What was the most difficult part of the interviewer and applicant's roles? The easiest?
Answer: The most difficult part of the interviewer is to prepare question schedules for conducting an interview and for applicants it is to handle hesitation (Bosch, 2012).
2. How can you improve your skills as an applicant or interviewer?
Answer: As an interviewer and applicant, I can improve my skills by gaining experience through continued practice.
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Gardner, A. K., Diesen, D. L., Hogg, D., & Huerta, S. (2016). The impact of goal setting and goal orientation on performance during a clerkship surgical skills training program. The American Journal of Surgery, 211(2), 321-325.
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Haahr, A., Norlyk, A., & Hall, E. O. (2013). Ethical challenges embedded in qualitative research interviews with close relatives. Nursing ethics, 0969733013486370.
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Bosch, P. C., Doshier, S. A., & Gess-Newsome, J. (2012). Bilingual nurse education program: Applicant characteristics that predict success. Nursing Education Perspectives, 33(2), 90-95.
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