An Interview Of A Job Position Essay

When thinking in the terms of marriage and one’s partner, the words that come to my mind are compassion, love, tenderness, trust, and devotion. It’s truly amazing to see someone who has endured such tragedy in their life, who has suffered pain, fear, and betrayal by the hands of the one person who should have shown just the opposite. Little did I realize that the woman who would be my instructor for two college courses I had taken would be such an inspiration to me.

A thematic analysis of an interview was used to help students develop an understanding of the role of an RC. This role is dynamic and challenging; it offers great opportunities to grow and work in an academic team based environment that fosters constant learning. Often RCs play a significant role in the process of bringing a project from conception to completion which requires a variety of qualifications and leadership qualities. An inductive approach to this process, beginning with data collection and analysis, allowed me to consider specific aspects of the topic and progress on to more general concepts. Eventually, I was able to discover connections between existing knowledge and the data I analyzed. The finalized themes included Qualifications; Role of Team Leader; Rewards and Challenges.

It is also critical to decide what is “currently available in their workforce in terms of high potential employees who might be able to step into these positions with training and development” (Keller 48A). The last assessment should be to fill in any gaps and recruiting potential employees for long-term commitment. By meeting with the leadership, one can learn what future goals are expected from the company and what visions are in place to help expand the company for a successful future.

I chose to interview Regina Geis, who holds the administrative role as acting supervisor for the County Mental Health adult day program, which provides services for individuals with intellectual disabilities. Ms. Geis has held this position for 15 months. This is her first managerial position within a human service agency. Her style of management has changed over this short period of time. She feels that she is now more direct with her direction with staff. She stated, “Maybe now I come across as a little bit cold. But I have learned that I now have to use the least amount of words to get my point across.”

Assessment tools can be a good start for individuals to assess their leadership characteristics and skills, such as Grossman and Valiga’s Leadership Characteristcs and Skills

Personnel selection and assessment activities are integral parts of this organizational life. Tanglewood's economic climate has seen an ever increasing level of staff turnover and personnel reorganization, and the abolition of the traditional view keeping a 'a job for life. Consequently, there is now more pressure on this organizations and HR managers to fill vacant positions quickly and with the most appropriate individuals. Decisions about hiring applicants have to be based on predictions about future work behaviors. Tanglewood needs to recruit new staff and start making promotion decisions about employees, there are various methods of assessment that are available, such as:

*For the purpose of this assignment and to keep the privacy of participates, the interviewee will be addressed as such, or as Person A.

To inspire and influence others, a leader must possess many skills and abilities. As motivational speaker Peter Northouse, states, “a leader should be strong, but not rude; be kind, but not weak; be bold, but not bully; be thoughtful, but not lazy; be humble, but not timid; be proud, but not arrogant” (Northouse, 2013) Moving an entire group of individuals toward a singular goal is a considerable undertaking. Without effective communication skills and a clear vision of what needs to be accomplished, one will feel like they are trying to herd cats rather than leading.

Having worked in corporate, I have completed a vast number of professional assessments over the years, including the Myers Briggs Type Indicator (MBTI), Strong Interest Inventory Assessments, DISC Profile Assessment, Gallup Strengths Finder and even the more comprehensive executive leadership assessments. In corporate, these are generally performed prior to a promotion or during integration of a merger or acquisition. Initially, my thinking was, these were worthless time wasters; so I put very little stock in any of the broad array of assessments, to which I felt subjected. Surely, proper evaluation had to be more than a game of twenty questions. Across the years, I have saved my results in a small moving box as we have relocated nationally and internationally. I gained a deeper understanding of, belief in and reliance upon the power of assessments. In the last three years, I have sifted through my individual results with a fine toothed comb looking for similarities, consistencies and an underlying foundation on which to strategize the next phase of my life based upon my foundational principles. Interestingly enough, my results across the board, have not changed throughout more than 20 years of completing these assessments. As a result, there were no surprises seeing the result of the MindTools (2015) Leadership Skills Assessment..

What are you looking for in a candidate? What kinds of personalities mesh/match best with the organization?

Managers make many decisions every day. Thankfully there are many tools available to a manager as they make these decisions. Tiffany is a General Manager of a franchise in the quick service restaurant industry. She is faced with decisions dozens of times in one day. A large portion of the decisions that she is faced with are made to solve structured problems, however, sometimes an unstructured problem does arise that she needs to address. As well as solving problems Tiffany must also make plans to in order to have structure and organization to achieve the goals set forth by herself and the company that she works for. Looking at some of the decisions that Tiffany has had to make recently it can been seen how she goes about solving

The goal of selection programs are to capitalize on individual differences in order to select the applicants who possess the greatest amount of particular characteristics that have been assess to be the most important for job success (Cascio & Aquinis, 2011). This goal can be met by utilizing a classical approach to personnel selection. The classical approach to personnel selection starts with the job analysis. From the job analysis sensitive, relevant and reliable criteria are selected on a basis of importance to describe the job specifications that represent knowledge, skills, abilities and other characteristics (KSAOs) that potential applicants are desired to have for the job (Cascio & Aquinis, 2011).

An assessment center is “a variety of testing techniques designed to allow candidates [or current employees] to demonstrate, under standardized conditions, the skills and abilities that are most essential for success in a given job” (qtd. in Coleman 3). Typical assessment center techniques include tests, structured interviews, in-basket exercises, leaderless group discussions, role plays, case studies, presentations, and writing samples (Campion 2014). The results of these techniques can be used for multiple human resource functions, including selection, placement, promotion, development, identifying early managerial talent, and managing succession (Gaugler et al. 493, Thornton III and Byham 3, Spychalski et al. 71). In addition, assessment centers can help organizations detect organizational deficiencies, inefficient procedures, and training deficiencies (Hale 18). The versatile nature of assessment centers makes them a beneficial tool for human resource management.

Every organization requires the best employees in order to carry on the mission of the company at perform better in the market. Employers have devised several ways of recruiting the best employees and one major way is the use of the personality test. Personality tests are used to measure several things including experience and skill of the candidates. In addition the employer will use personality tests to determine whether the job applicant has the required enthusiasm and motivation. This paper will tackle the use of personality tests within organizations there importance and how they have been used over the years to determine the qualities of the job applicant.

The Rae’s evaluation form has been well designed to evaluate each candidate. Choosing only one assessment method is hard; however, leadership is one of the best assessment method among the others to find a right person for an organization.