Research Projects 1
Management of a Radiologic Service
Professor Suzette Sanchez
May 10,2013 Interviews are a very important process for management at every workplace. There are many different aspects that the manager must account for while conducting interviews. A lot of people are forced to study interviews prior to them taking one for a job. The same goes for the management team on the other side of the table. Management must study and thoroughly understand what it takes to properly conduct an interview. I will discuss many of the aspects required to conduct a proper interview as well as discuss questions that are typically asked during an interview. This is addressed towards being a supervisor and being the person or persons conducting the interview. I will further discuss the laws that affect what questions can and cannot be asked during in interview. Traditional questions versus behavioral based questions. Interviewers conduct throughout the interview. And also interviewers communication with the interviewee after the interview.
For the supervisor or management team, there are laws that prevent certain questions from being asked during an interview. The purpose of an interview is to learn as much possible information about the interviewee prior to offering them a job at your organization. Many personal related questions cannon be asked during an interview. For example, some questions that cannot be asked are “age, date of birth, race, religion, or national origin”(McConnell, 2010, p. 113). For example, “How old are you?” is a question that an interviewee does not have to answer because it is asking about their age which they do not have to reveal (Strachan). There is no safe questions to ask when referring to someones age. The only exception to asking about someones age is when inquiring “whether an apparently young person is of legal age to enter full-time employment”(McConnell, 2010, p. 113). It is also important to refrain from asking questions that relate to the interviewees long term intentions.
Traditional interview questions and methods allow for the applicant to simply say what they will do or what they can do for the company. For example, tell me about yourself. It is a common and traditional interview question that is asked a lot. Anyone can plan for such a question and prepare a marvelous answer. They may say they are someone that they really are not. A few other traditional questions include; What are your strength and weaknesses? Why are you interested in working for us? Where do you see yourself in the next five years? All of these questions have many thought out answers already available to applicants online. This means applicants can have answers already thought out in their head even if the answer truly is not them. Behavioral interviewing focus on past performance and behaviors. The questions allow for the applicant to give a more concrete answer or example to questions of what accomplishments they have completed in the past that helped them to be successful. An example questions is, give me an example of a time when you had to be quick in coming to a decision? This makes the candidate think and relate past job or life experience to answer the question. It allows for the interviewer to see how the candidate is able to handle certain situations, versus traditional questions where they are just learning about the person. A few other examples of behavioral questions include; How do you decide what gets top priority when scheduling your time? Have you ever had difficulty getting others to accept your ideas? What was your approach? Did it work? During a personal interview with my supervisor Lisa Grogan at St Mary Medical Center, I asker her which method of questions she prefers to use. She stated that she “prefers to utilize behavioral questions during her interviews because it reveals more personal work