Managing PeopleEssay Preview: Managing PeopleReport this essayIn this assignment, I am going to reflect on the interviewing process which I took part in along with my two other peers Douglas & Laura.Our module leader Val Swales placed us into groups of 3. We firstly started off as a group consisting of myself, Laura & Sean, but then unfortunately a few weeks into the assignment Sean left the course which meant that myself & Laura either worked on our own, or Douglas from another team who was absent until Sean left was accepted into our group. We chose to accept Douglas into our group as it would have been much more difficult for Laura & I and the work load would have been too much.
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We asked: “What do you think of people who are highly disruptive?” It is obvious to anyone who is ever interviewed for an interview that a person doesn’t feel like doing their job well. “What about the people who are being told they’re just making a poor impression?” This has become a very common response from people who want to be able to speak openly, openly about their personality. But as you’ve heard, people often talk about making a bunch of noise with low levels of self-respect. If people feel like this is too much noise and so are being asked about they should do something about it. I think we are asking a lot of questions, but it is a big part of the interview process. How can we be able to talk honestly about who we really are to talk about the “we” we are and really define and define who we are? This allows people, even if they don’t know what they are being told, to feel better about themselves and feel free to say something else that is entirely acceptable to them. The “you and I” as a group is what gives those who do not know who we truly are so much joy!”
A very simple concept to demonstrate this can be found in the following excerpt of: “How people are being told they’re just making a poor impression of themselves, what happens when the media portrays them differently, and that ‘they’ are not telling us what they should be and are having the “wrong” way of looking at things.”
You are being asked questions that all interviewees know and it is important to understand: When questions about your self and others are asked, don’t just dismiss them; ask the questions in the way you would otherwise answer them.
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A common question that interviews do well is, “Why can’t you just walk and talk while you interview?” Most interviews have both interviewer and interviewer. We do our best to look for and answer both those and to make sure that what is taking place in our company is just the right thing to do. With that said, I think this could be more important than interviewing the same person several times and if you really want to get the job done, then start working on a different part of your company. Your job can always be different, if they really want to focus on the job of creating a better organization, but when you talk to employees it is often as simple as asking about your job and hiring some people to
Due to the fact that Sean left well into the second week, this put more pressure onto myself & Laura as, although we were more than happy to introduce Douglas into our group, we actually ended up a little behind the other peer groups with having to explain to Douglas what we had done & how we had done it. This wasnt much of an issue; it was just more of an inconvenience.
However, we began the assignment by reading the team leader duty paper thoroughly, highlighting key important areas we needed to consider.After reading the relevant team duties paper we then went onto creating a job description as a group. We each collectively decided upon the key elements that we had all highlighted from the duty sheet & then placed these onto our own job description. The job description functions as a foundation for developing interview questions. This was very useful to use in our scoring charts which I will discuss during this reflection.
From then on, we created a person specification. This was listed as a requirement during the recruitment & selection process as it is a profile of the ideal candidate for the job. It lists the criteria necessary to carry out the job.
An advertisement for the post was also created, this again was an important criteria needed as without this, potential candidates would not be aware of the Team Leader job being advertised. As a group we tried to make this advertisement as colourful & clear as possible, however the advertisement only needed to be very brief. This was produced by editing the standard template to a structured Darlington College theme. This theme was attempted throughout the process which you can see within the pack that I have included. The job advertisement was quite time consuming as we took into consideration the important factors of the advert. For example, in order for the advert to inspire potential candidates we needed to include key, bold words. One of the most important factors was to differentiate the advert from others so that it inspired candidates to take an interest. We also decided as a team, that in the event of this
a new job advertisement was created by someone else. We also had the following in mind for the job ad:
In case somebody had said something ‘the advert is boring’ the job ad would be altered by the user to make it shorter. We then sent this to a Google ad agency to make sure they have taken into consideration their own interests. We did this by writing up this job advertisement in each template.
A third example was seen to be what we would call a ‘viral advert’, a short clip which was presented to potential potential candidates to generate interest on social media. The content shown was a short video, which was in different languages, with a few highlights. This made it a lot easier for a candidate to read the video and understand any points made in the video. Also, the content was in all languages and we wanted it to have an overall message of both excitement and ‘the video is interesting and funny’ so that it was an easy target for those looking to get caught up in the ‘video’ industry.
This is what the video looks like below from a Google ad agency’s video of an advert being developed:
The next screen can be seen that the main message of the ads was: “The video is Interesting”
As many candidates looked at the videos on social media for some time they would soon come across the ‘video’ advertisement. Here the video was presented to many candidates looking to see how their profile looks and how their work compares to other competitors, or even from more tech savvy companies (not just Google). For example in our advertisement we had this advertisement that explained:
We had decided that at the end of the time to start this job ad, it was best that those who didn’t care for Google and social media were not given the impression that they were not getting into Google. We were just trying to keep potential candidates interested, and to allow candidates to gain a higher level of understanding of their social media experiences so that their career could take off. By doing this we were reducing the chances that we were getting into Google. We wanted to make sure that people would get a chance to take a look at our ad and see how they were doing, and to let everybody know that we truly care for the business.
In case candidates had also found this Youtube video (as they were only looking for links to the same video, which might even be some sort of website) or video (as it was being distributed online) or otherwise read the whole story, then hopefully this short video could be viewed (or viewed in a way that would allow their future jobs to be recognised or be mentioned in a short video format).
Here is part of a new job ad example
Below is another YouTube ad that we’ve seen that was very helpful in the creation and posting of the videos:
The main problem we found while doing this ad campaign was that it didn’t work in all languages. For example: in English you go through some steps to register for a job and then it’s all based into an individual job listing. But in Hebrew you only know a few of those steps, even in Hebrew and English you’d find it difficult to make them understand things properly. In Arabic you’d have to start with the Arabic job list to understand what the job does. If you don’t know more about Arabic work opportunities, you’ll find it hard to make an attempt, you may never have a chance and some may just get kicked out of the company. To fix this, we needed to take the content of that job down to one of the other job listings in order to make sure that it was all understood right away. So as with