Understanding the Process of Interviewing, Hiring, and Training

Interviewing, Hiring, Training
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2. Watch the YouTube video "Worst Job Interview ". Critique this interview from the employer's perspective. Identify the good points and the areas that need improvement. Include discussion of interview preparation, interview questions, interview environment. (10 points) Note: there is a reason this is called the worst job interview.
While the interview was short and informal, there were good points as the interviewer asked the interviewee about his experience, where he had worked, and what he had done. Additionally, the interviewer took the applicant's resume and informed him he would be contacted if he is qualified to work there (Gelengul, 2008). In the two-minute interview, there was more focus on experience beyond qualifications and indicates that the interviewer wants to know what the interviewee can bring to the company.
 It is expected that the candidates research the organizational culture and operations, while the interviewers have to plan interview questions to assess if the candidates fit with the company. The interview begins informally as if the interviewer had no idea there was a pending interview and is not well-prepared to ask irrelevant interview questions. He also asks personal questions such as whether the interviewee is Latino and where he lives, and these are not relevant for the job interview. There should be effective communication on what the candidate will bring the organization in the interview questions, including their knowledge, skills, experience, and competence.
The interviewee had no opportunity to demonstrate his knowledge and skills because there were brief questions and interview sessions. The interview environment also needs to be more informal where there is more than one interviewer. The interviewer should not seem to be leading the interview conversation asking questions that do not demonstrate the interviewee's knowledge, skills, competence, and experience relevant in the workplace.
3. You are hiring a customer service representative
A. Describe the recruiting steps you would use in hiring this position. Be specific and complete.
Analysis and definition of the profile
The first step is to define the needs of the company, role, and ideal profile of the candidate and what makes them fit with the company's values and integrate into teams. The selection criteria identify the ideal candidate considering the required experience, skills, knowledge, and ability to work under pressure.
Recruitment, candidacy review, and pre-selection
To begin recruiting, there is a need to make job offers, advertisements, seek recommendations, and highlight what is required in the position. There is also the pre-selection of candidates to choose who qualifies among the applicants.
Interviews and evaluation
Once a defined number of applicants are selected, the evaluation stage begins based on the preselected method (Langer, König & Krause, 2017). The initial interview consists of a meeting with the candidate to verify their skills, knowledge, experience, and motivations, resolve doubts, and ask generic questions as necessary data. Psychological evaluation and psychometric tests are essential to assess t...