After full time supervisors were able to watch the video(scenario) on how their new role of the assessor was to be used during the interview, I spoke with a supervisor working in the Merchandising Department. It was his first time having to make multiple hiring decisions and he stated the process as “very overwhelming and difficult to say no.” He also went on to say that “it would take a lot of practice to be able to make[have] effective decision making [skills] about hiring applicants with this new process.” Training is key when implementing a new interviewing system and being able to effectively apply what you learn to making great hiring decisions. In Busch Gardens case training was imperative to the success of the program, but effective
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Training is the nucleus to this successful interviewing structure being effective. Full-time supervisors are at the forefront and should spear hiring decisions in the right direction. Having the Human Resources Interviewers playing the new role of just processors means supervisors have to step up and add onto their experience being an effective decision maker. The company wants this system to cut the amount of time for the hiring process and the quality they receive based on the behavior of the applicant. In order for any company goals to be met training needs to be stricter with being able to shadow behind Human Resources interviewers. The reason behind shadowing is to see what to look for in an applicant not only by what they said, but the body language they embodied during their interview. Human Resources has the experience and has less of a connection with the applicants because of their length of time with the candidate. On the other hand, supervisors are in direct contact with majority of the hired staff and can become more compelled to hire based off who they would feel comfortable …show more content…
I had the opportunity to speak with a supervisor that has been with the company for 7 years. My first question is do you feel comfortable? He stated, “No!, I feel I have no idea what I’m doing!” I proceeded to ask where the videos helpful and what you should look for? He then stated, “ I understand what the video wants I just don 't have the experience the experience like Human Resources. Although his attitude was on the fence I spoke to two ladies that worked as Photography Specialist Supervisors. They believed they finally had a voice in the ability to make hiring decisions. Now they could hire individuals based off who they found fitting rather than what Human Resources thought was acceptable. The opinion of the supervisors were very important but not the only was effected by the new
Training is the nucleus to this successful interviewing structure being effective. Full-time supervisors are at the forefront and should spear hiring decisions in the right direction. Having the Human Resources Interviewers playing the new role of just processors means supervisors have to step up and add onto their experience being an effective decision maker. The company wants this system to cut the amount of time for the hiring process and the quality they receive based on the behavior of the applicant. In order for any company goals to be met training needs to be stricter with being able to shadow behind Human Resources interviewers. The reason behind shadowing is to see what to look for in an applicant not only by what they said, but the body language they embodied during their interview. Human Resources has the experience and has less of a connection with the applicants because of their length of time with the candidate. On the other hand, supervisors are in direct contact with majority of the hired staff and can become more compelled to hire based off who they would feel comfortable …show more content…
I had the opportunity to speak with a supervisor that has been with the company for 7 years. My first question is do you feel comfortable? He stated, “No!, I feel I have no idea what I’m doing!” I proceeded to ask where the videos helpful and what you should look for? He then stated, “ I understand what the video wants I just don 't have the experience the experience like Human Resources. Although his attitude was on the fence I spoke to two ladies that worked as Photography Specialist Supervisors. They believed they finally had a voice in the ability to make hiring decisions. Now they could hire individuals based off who they found fitting rather than what Human Resources thought was acceptable. The opinion of the supervisors were very important but not the only was effected by the new