The following paragraphs will answer the question of how Amanda Dervis, the HR manager for the Daily Gazette should respond to David Corbello’s, a hiring manager for the Daily Gazette, questions regarding the situation in “But I Didn’t Mean To” (Monday, 2016, p. 162). The paper will further discuss the hiring practices that David Corbello violated, and practices he should avoid.
Amanda Dervis should remind David Corbello, that although it is important for an interviewer to make an applicant feel comfortable and welcome, it is critical to keep an interview to a strictly professional conversation. When the applicant’s conversation turned toward discussing her family and divorce, David should have kindly informed her that “while the company …show more content…
It is illegal to ask questions about a person’s marital status and to inquire about the number and age of their children. Even though David did not ask these questions, and the applicant voluntarily supplied this information, he did not try to get the conversation back to a professional basis. He let the applicant continue to discuss her personal family affairs, letting them become part of the job interview.
Had David led the interview in a structured manner instead of an unstructured manner, the conversation would not have had the opportunity to veer off course.
Conclusion
In conclusion, the HR department should have been proactive with training David and shared the importance of him doing a structured interview and not let the applicant deviate from the list of interview questions. While it is important to have a warm and welcoming atmosphere for applicants, it is important to keep personal interviews to a professional and business manner, only discussing what the applicant has to offer the company in regards to their business skills.
Even though, the applicant voluntarily shared the personal information with David, he did nothing to steer the conversation back to business, leaving him and the company vulnerable to accusations of
Amanda Dervis should remind David Corbello, that although it is important for an interviewer to make an applicant feel comfortable and welcome, it is critical to keep an interview to a strictly professional conversation. When the applicant’s conversation turned toward discussing her family and divorce, David should have kindly informed her that “while the company …show more content…
It is illegal to ask questions about a person’s marital status and to inquire about the number and age of their children. Even though David did not ask these questions, and the applicant voluntarily supplied this information, he did not try to get the conversation back to a professional basis. He let the applicant continue to discuss her personal family affairs, letting them become part of the job interview.
Had David led the interview in a structured manner instead of an unstructured manner, the conversation would not have had the opportunity to veer off course.
Conclusion
In conclusion, the HR department should have been proactive with training David and shared the importance of him doing a structured interview and not let the applicant deviate from the list of interview questions. While it is important to have a warm and welcoming atmosphere for applicants, it is important to keep personal interviews to a professional and business manner, only discussing what the applicant has to offer the company in regards to their business skills.
Even though, the applicant voluntarily shared the personal information with David, he did nothing to steer the conversation back to business, leaving him and the company vulnerable to accusations of