Organizational growth and development entail the firm coming out and outstand the stiff competition in the competitive business environment. This can only be realized if the organization hires the right employees, through an in-depth w interview, which eventually leads to qualified marketing and sales professions (Liao, 2009). As in interviewer in one of the global organizations in fashion and design industry, we have been conducting various interviews with the purposes of recruiting the right marketing and salespersons. In this essay on marketing, I am going to give my impressions of qualitative research gained from the in-depth interview, as well as the dynamism I would embrace if the process were to be repeated.
Our organization specializes in fashion and design as well as coming up with, through the manufacturing process, different outfits to fit the dressing needs of the current generation, and population as a whole. During the previous interview, we had thousand of small crisis, through the entire process of identifying the best candidate for a position of marketing assistant. I worked with human resource department guiding as a long.
During this interview, I experienced some aspects with respect to preparation for and conducted the interview. Having in mind that during the recruitment session, the candidates will always make decisions on whether to include them in our staff, as much as we are making a decision on whether to recruit them (Stinson, 2008). The first thing entailed coming up with a list of questions that have direct relations to the responsibility of the vacant position. This became effective, with respect to the fact that we had the job description, identified the responsibilities, and later outline the questions that relate to the designated responsibilities.
Before the interview, the recruiting panel undertook a review of respective candidate’s resume before bringing each on board. This sounded realistic and more of qualitative measures since all the candidates realized that the organization had spared time for the purpose of coming up with a productive interview. After the interview process, we contacted the candidates’ through email and phone, making a follow-up, informing them whether they were successful. This had the effect of extending professional courtesy as well as providing the interview process with closure.
Given the opportunity to repeat the whole interview process or rather a situation whereby a vacant position has emerged in the organization, there are some ways through which I will improve the recruiting process. I will come up with behavioral questions and direct them to the candidates. I will interrogate them on specific past examples and ways of conduct. This will provide the panel with an opportunity to indicate the future performance from the interviewee.
I will provide the candidate an interview structure outline. In doing this, I will provide a brief description of the organization, and outline the expected, of the vacant position. I will raise applicant questions and provide the candidate an opportunity to respond to them. By doing this, the parameters of the interview will be set, keeping focused, as well as giving the interviewee with ideas on the expectations to have.
During the recruitment process, I will extend the professional courtesy. I would offer the applicant with a glass of water and interrogate them If they had any difficulty in tracing the organization’s premise. I will be time conscious, tour them around the office, and avail them an opportunity to share some words with other team members or prospective core workers, where appropriate. Finally, I will watch the nonverbal signals. This is because the candidate may be looking for unspoken signals from me, as I will be checking on eye contact and recommended dress.
In the process of conducting data analysis, I will undertake grounded theory approach, which will entail the constant comparative method. I will compare incidents that showed up during the interview session, integrate categories and their properties. For the purposes of practicability, I will conduct coding of the interview data, memo writing, and theoretical sampling.
In coding, I will make myself concerned with the incidences are categories indicated, properties, and primary concerns of the incident. In memo writing, I will note the ideas as they take place with the aim of restoring if ideas for future comparisons and refinement. Theoretical sampling will entail considering further data for comparison.
The prime objective of the interview process is to come up with the best candidate for the advertised position. This is done by the members of the panel preparing themselves in a professional way to achieve the objective. I will, therefore, improve on my past experiences through qualitative measures and methodologies with respect to the field of Marketing and Human Resource.
Liao, H. (2009). Research in personnel and human resources management. Bingley: Emerald/Jai.
Stinson, P. (2008). Sales, marketing, business and finance. New York: Ferguson Pub.