Month: October 2025

Hudson Chase

I have participated in quite a few formal interviews, some that worked well and others that did not. The best ones were structured and focused on the actual job. The interviewer had a clear plan, asked every participant the same set of questions, and took notes to compare answers. This kind of interview felt fair and helped show who could actually perform the work and revealed how much experience I truly have. Others felt like a conversation with loose questions on printer paper that interviewer lean on whenever they choose.Structured interviews increase reliability, meaning consistent results, and validity, meaning the interview measures what matters for the job. When interviews are based on the job description and have clear scoring benchmarks, they produce better hiring decisions that are worth the time and cost.

On the other hand, I have also been in interviews that felt disorganized or overly casual. In one case, the interviewer mostly talked about themselves and asked only a few random questions. These unstructured interviews often rely too much on first impressions or gut feelings, which reduces fairness and accuracy. Rebecca Knight highlights in 7 Practical Ways to Reduce Bias in Your Hiring Process that standardizing interviews and using scoring guides can reduce bias and improve objectivity.

If I could advise those employers, I would tell them to standardize their process by asking the same behavioral or situational questions to each applicant and rating responses using a consistent scale. They should train interviewers to recognize bias, take structured notes, and score answers immediately after the interview. Adding short work sample tests could also make the process more valid since it shows how candidates would actually perform. As Knight explains, work sample tests and structured formats are stronger predictors of future job success and help make hiring both fairer and more accurate.

Overall, the key to an effective interview is preparation, structure, and awareness. When interviews are built around job related competencies and evaluated with clear criteria, they help select the best candidate while promoting fairness and diversity in the workplace.

Resources:

Knight, R. (2018) 7 Practical Ways to Reduce Bias in Your Hiring Processes, Society for Human Resources Management.

Chamorro-Premuzic, T., & Steinmetz, C. (2013). The Perfect Hire. Scientific American Mind, 24 (3), 42-47

Human Resource Management is important because it helps organizations make sure employees are able to add value through their work. At Delta Air Lines, HR focuses on training and development, especially in customer service and safety, so employees have the skills needed to do their jobs well. MetLife puts more attention on keeping employees engaged by offering strong benefits and career development programs, which matches its goal of providing stability and security. PCL Construction highlights workforce planning and safety by investing in employee health, safe practices, and ongoing training to stay competitive in the construction industry. These examples show how HR practices connect to company goals while also supporting the workforce.

Image 1: Delta Employee Celebration

When I think about the kind of manager I want to be, I see myself as both an employee advocate and someone who drives positive change. This means listening to what employees need and care about, while also encouraging new practices that strengthen the organization’s culture and performance. I believe that when employees feel supported and motivated, they will be more productive and the company will succeed as a whole.

One of the hardest parts of being a manager will probably be balancing company goals with the different needs of employees. Managers have to make sure workers are trained, guided, and motivated, while also adjusting to changes in the workplace such as new technology, cultural differences, or global challenges. Finding this balance will take empathy, adaptability, and an understanding of HR practices.

Overall, I see HR as more than just an administrative task. It is a key part of how organizations grow and how people are able to succeed in their careers.

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