Reflection paper

The first question posed to the human resource officer was on what his first ever assignment was like. He intimated that it was a memorable one, as he was called upon to fill in for his boss who was out of town. Though a bit nervous, he was able to ask the right questions and in the end hire a suitable candidate. I then asked about his biggest challenge as a human resource officer today, to which he cited high employee turnover due to the working environment. He felt helpless as the conditions leading to turnover were beyond him. In terms of what he thought was his best experience, the answer was screening someone who ended up being the company’s CEO. The worst experience on the other hand was losing workers due to an accident at the workplace and being subjected to an external investigation. The experience he can never forget was however being awarded as the best recruiter in a regional competition.

There are three interview types described by the respondent. These were the main types of interviews that he had taken part in. The first type was a screening interview which was often conducted to see if the candidate had the basic qualifications for the job. It also checked whether one had the desirable qualities for the position and was often the first in the interview process. These were the most common types of interviews that the human resource manager conducted in their early days in the job. In most cases, they carried out the interviews on phone but some would also happen face to face. The second type was selection interviews whose aim was to determine whether the individual would be selected for the job they were interviewing for. Such interviews were more rigorous and happened faced to face. The final type was a panel interview. A recent phenomenon, it was explained that such interviews were normally for senior positions in which a candidate appears before two or more interviewers. The applicant was likely to find it more complicated and demanding to prepare for.

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