HR recruitment interviews are used to gather data with integrity to enable interviewers to make objective and informed hiring decisions. During our HRM375 seminars, we discussed at length, the fundamentals of interviewing covering topics such as the various interview types, structures and styles. We discussed effective communication, questioning, and listening skills. Among other topics, we also reviewed the common biases that often creep into recruitment interviews and the strategies we can adopt to overcome such biases.
This section of your ECA requires you to apply the theories and techniques taught in this course. You are required to design an interview plan, conduct a recruitment interview and evaluate your performance as an interviewer.
Assume you are the recruitment manager working in the largest local bank in
Singapore. You have been with the Human Resource (HR) department for seven (7) years and working with the same HR Director since you started. The department is a stable one with a strong team spirit. The Performance Management division within the HR department is expanding and you have been tasked to recruit an Executive.
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The responsibilities and requirements for the position are as follows:
Executive – Performance Management, HR.
Job Role:
▪ Conducts industry market analysis and comparisons with regard to performance management and rewards.
▪ Performs data analytics and presents the results to senior members of the team.
▪ Helps conduct performance management from the start of the cycle to the end of the cycle.
▪ Ensures accuracy in the records and record keeping of all data relating to performance and compensation.
Key Accountabilities:
▪ Conducts industry benchmarking and market analysis: gathers, analyses and compares the Bank’s performance management against other industry Banks’ performance management.
▪ Performs data analytics from the market analysis.
▪ Makes recommendations based on data analysis to the senior team members in HR.
▪ Develops messages and methods to inform employees about performance reviews and timelines.
▪ Creates and updates frequently asked questions and responses on performance management matters for employees’ use.
▪ Gathers feedback from employees for the continual review and improvement of the performance management.
▪ Records action plans and assessment results of all employees and forwards the same for Business Units further action.
▪ Reviews follow–up actions accordingly.
▪ Checks annual bonus and increment reports to ensure accuracy.
▪ Annually reviews contract terms with external vendors who provide the system and services of the performance management system.
Requirements:
▪ University degree in HR from a reputable University.
▪ Minimum 2 years’ relevant working experience in the Banking industry.
▪ Ability to work well under pressure both in a team environment as well as independently.
▪ Strong written and spoken English language skills.
▪ Strong analytical skills.
▪ Strong stakeholder management skills.
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Question 2a
Design an interview plan
Design and create a complete set of suitable interview questions relevant to the job position of Executive, Performance Management, Human Resources. When you design your suitable interview questions, consider the need to elicit the required KSAOs your candidate needs to possess to perform the role. You may use the following template
