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Archives: October, 2022


Week 5 Blog Assignment October 25th, 2022

Effective vs Ineffective Interviews

Personally, the interviews I have participated in have all been very similar. Between Starbucks, Trader Joes, Fidelity Investments, the Army, and a few national labs, the interview process had the same setup. All of them followed the structured interview as shown:

  • Personal information
  • Work experience
  • Reason for applying
  • Situational and behavioral based questioning
  • Educational background
  • Short-term/long-term goals internally and externally

Each interview was slightly different regarding the line of questioning, for example the national labs focused more on educational and safety situations, whereas Starbucks and Trader Joes focused on customer service related questions. When I applied to join the military, I had to take an ASVAB (aptitude test), which determines your eligibility for different jobs. I also had to take a physical test and a psychological evaluation to determine my physical and mental eligibility for service.

To determine the effectiveness of an interview, we must reflect upon the interviewers preparedness, interview structure, types of questioning, reliability, validity, utility, and follow up. Each interview, the interviewer came prepared with a set of questions, and the questions they asked came from the list of questions they had. They followed a very structured interview style, and wrote down paraphrases of answers to each question, and also had a score associated. Every interview had 2 or more interviewers asking situational and behavioral questions, to gather different perspectives of body language, consistency, and well rounded thoughts on candidates. They used the same system for each candidate with the same types of questioning and testing, demonstrating the reliability of this system. This system is based on criterion-related validity using the current employees success within the job and shows the predictive nature of this line of questioning. This criterion shows that the selection utility is worth the cost due to the success of employees from the past. The follow up for interviews is very important, because it shows candidates that you listened and were attentive to their responses, and on the employer side, it allows us to reflect on the effectiveness of the interview.

Weslee Kersey

References

Buckingham, M. & Coffman, C. 2016. First, Break All the Rules: What the World’s Greatest Managers Do Differently.

Swift, M. (2022, October). Selection. [PowerPoint slides].

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Week 4 Blog Assignment October 19th, 2022

Job Analysis and Job Descriptions

“Job analysis is an essential task of HR, because it sets a foundation for all other functions in HR” (Swift, 2022). Without job analysis, there is no job description, which is necessary to set a standard of qualities and work expectations for employees and new applicants. A thorough job analysis uses KSAOs (Knowledge, Skill, Anility, and Other Characteristics) to determine the qualities that employees will need to possess to successfully complete this job, but this does not mean others will not succeed, it just means these KSAOs are preferred.

There are many challenges facing the implementation of job descriptions. The first one is clearly and concisely presenting an appealing, yet realistic description of the duties performed. This description serves as a first impression for a position and can easily deter candidates from applying if it is too long, too short, too wordy, etc. Another challenge is making the description stand out from competitor descriptions of similar positions, because if your company and a competitor have the same description, why should someone choose your company? The last big challenge I want to discuss is the job design approach. Every company seeks motivation and efficiency, but which one plays a greater importance for the job description and analysis is dependent upon your company’s needs. Maintaining a balance between these two approaches requires time, analysis, and effective communication in HR.

Personally, to overcome these challenges, I would suggest gathering experienced employees in each job category and have them assist in the analysis and description process. This provides clear insight into the daily duties of the job, ways it can be improved, and shows that HR is attempting to be transparent with new and seasoned employees. Also, I suggest reviewing old descriptions or pull competitor descriptions of similar jobs and discuss the shortcomings to avoid in your own descriptions. Highlight key aspects of the duties without neglecting the truth about some unfavorable duties within the job.

Weslee Kersey

References:

Buckingham, M. & Coffman, C. 2016. First, Break All the Rules: What the World’s Greatest Managers Do Differently.Links to an external site. 2016 edition (print pages 71-98; ebook – available through OSU Library – pages 55-77); 1999 print edition (pages 69-92)

Swift, M. (2022, October). Job Analysis. [PowerPoint slides].

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