• Write an outline for this section of the training program.
• Be sure to address the characteristics of the perceiver, the target, and the situation as well as any barriers that might need to be considered.
Part One:
As you prepare your outline for training interviewers, focus on elements that make interviews most effective. An interviewer should understand how to communicate with interviewees and must acknowledge the appropriate method for interviewing based on legal and fair hiring practices. For example, interviewers must choose their words carefully. They must be culturally sensitive to applicants and refrain from offending or discriminating against individuals based on gender, religion, sexual orientation, ethnicity, disability, etc. …show more content…
Albert Einstein once stated, "The important thing is not to stop questioning. Curiosity has its own reason for existing" (De Janasz, Dowd, Schneider, 2002). An interviewer should focus on making the interview conversational, in which case they display to the interviewee that their interest in the applicants exceeds a general idea of who the applicant is based on his or her written presentation of his or her persona. For example, the interviewer will already have a prospects resume' and application in his possession therefore the interviewer should familiarize him or herself with the prospect prior to the interview and ask the prospect about the information provided in the resume'. For example an interviewer may comment on the prospects' impressive educational background or work history. The interviewee may feel a little less intimidated if the interviewer shows genuine interest in the interviewee personal account of his or her past experiences. In my own personal experience, the phrase "tell me about yourself," is always a stumbling block because the first thing that comes to mind is "where do you want me to start?" The aforementioned phrase creates an awkward pause and it makes the …show more content…
As manager/supervisor you will conduct a meeting with Derek and Tina first, individually to evaluate why the two of them are having difficulty working together. Then, you will schedule another meeting with Derek and Tina to determine if the problem can be resolved. You will reiterate the organizations code of conduct and suggest that both employees review the organizations code of conduct policy. Management should suggest that Tina document various accounts of Derek's negative behavior, the time, date, and the name of the person he offended (if there is another party involved) instances of misconduct.
The contents of the memo should contain the following:
• Acknowledgement - show either party that you there are a problem that demands your immediate attention.
• Meeting - display the sense of urgency to the matter by opting to meet with both parties separately and collectively.
• Evaluation - assess the severity of the issue. For example, is Derek creating a hostile work environment for all employees? Is sexual harassment involved? Is the negative attitude volatile? Should other employees fear for their lives?
• Course of action - The answers to the aforementioned questions will determine whether Derek should be terminated, transferred, or placed on