EMPLOYMENT INTERVIEW TIP (Senior Staff)

EMPLOYMENT INTERVIEW TIP (Senior Staff)

When an employer is conducting interviews with job-applicants for a senior position, such as a Supervisor or Manager or Chief Executive Officer, at no time should a junior member of staff be involved in the selection process - even if the junior member of staff is a member of the department for the job-vacancy to be filled.

The following are some "red flags" to take note of:

INTERVIEW DRILL

The junior member of staff may be allowed to "quiz" the interviewee during the recruitment process about their Résumé, their past accomplishments and future plans.

COMPROMISED INFORMATION (BREACH)

The junior member of staff may be given access to the job-applicants private and confidential Résumé, such as their work experiences, qualifications etc.

The junior member of staff may be given the interview notes such as the panel's observations and compensation offerings or expectations.

OPINION REQUEST

The junior member of staff may be asked of their opinion of the interviewee/candidate.

COMPROMISED RESPECT

Should a job-applicant be successful in landing employment with the organization, the junior member of staff typically may speak to the incoming department lead (of head) in familiar tones.

IN CLOSING

The ranked Supervisor should not be a part of the managerial recruitment process. The Human Resource Officer should not be a part of a managerial recruitment process.

Typically, the head of the organization would ask their Confidential Secretary to conduct background checks (if necessary), and to keep a reserved filing cabinet for storage of such senior staff human resource confidential documents.

All things considering, unless the population size of the organization is very small - for an example - say 5 to 10 persons, the Owner or C.E.O. may have to conduct the entire recruitment process for themselves or seek external assistance.

Professionalism and confidentiality must be the absolute modus operandi in all organizations during the recruitment process.

COMMENTS?

Rhonda Glynn, BSc. MSc. Doctoral Candidate

Empowering Female Founders and Women-Owned Startups through Personalized Training and Technology Solutions

10 个月

I cannot even begin to tell you how critical this article is. It can even be crafted into an SOP for any organization-regardless of size. When the incoming prospective employee is a seasoned professional in their own right, then protocol dictates the he/or she should be afforded courtesies in keeping with their qualifications and experience. Alas, we don't see it happening often enough-and no matter how much you may want/need the job, this is usually a glaring red flag. Great article, Gregorie Kalipersad!

Ayana Miller

--I am a Transformational Kingdom Woman.Change Strategist, Motivational Speaker, Talk Show Host & Soon to write Book. Case Officer & Board of Director

10 个月

I remembered when I did an interview the other interviewee who got the position knew what I said from the said interview. As well it was said to me at the time that they know I have a small child. Question should that be indicated before hand so that an individual would know not to apply as well in some organizations they just do the ad and interview as protocol

Julie-Ann Sargeant

Helping Leaders and Founders to use technology and techniques to attract high performing candidates and conduct effective interviews. Recruitment Trainer | Mentor | HR Professional

10 个月

Gregorie Kalipersad I agree maybe for a CEO role. But for a supervisor or management role, I think the HRO is more than capable of having access to that information, conducting reference checks etc. I believe in empowering our people. How can I build trust with my HR team if I don't expose them to this type of information. This is part of their development as well. However, if there is a suspected breach, I can understand the reason for being careful, but then, that person should not be on your team.

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