DQ 3-1

DQ 3-1 Responses

1.

Consider the position for which you are interviewing candidates and post one of your interview questions, including the job title. Discuss why you developed this question and what response you would expect a potential candidate to provide.

Interviewing candidates for an Office Administrator III position includes the job duties and specifications of a proper balance of both management and paraprofessional, and engagement of technical work.  Please explain if you have any experience with management or supervising, if so, how many people have you supervised, and the number of years and also explain how you would provide balance and engagement to the unit.  Please  also indicate your ability to multi-task.

In development of this particular interview questions, seeks out the proper individual for the position because an Office Administrator III position, in the State of Illinois, Vital Records, Archives Unit, is to be precise with management and paraprofessional balance of the particular worked involved in our section.  Providing this initial response alerts to you how many years of management they have performed and what type of balance one can intervene with while still completing their technical work and flow of response on a daily basis.  Engagement in both management and paraprofessional are key to our unit because we multi-task daily with phone, emails, copying, and updating records.  One must have the sense of being able to multi-task and still be productive and adequate.

2.

Behavioral interviewing is used be determine if someone is the best fit for a position because using past performance predicts future performance.  The best way to tackle behavioral questions is to think of a situation, tell how you acted and describe the result of the situation.  These questions try to probe how a candidate acts in negative or positive situation (Hansen, 2018).

The position I am interviewing for is a University Development Assistant Manager (UDAM).  The position is responsible to assist the University Development Manager and their team of ten University Development Counselors (UDC).  Their primary duties are to help mentor and groom staff on the team, and handle business development with large accounts and hospital chains so University Development Representatives can generate more events and leads.  The question I developed is a behavioral interview question. “Tell me about a time when you didn’t hit a goal. How did you handle that?”  The reason I developed this goal is because the University Development Manager and University Development Assistant Manager have team goals that they need to fulfill monthly, quarterly and yearly.  It is their job to motivate and train their employees to hit these expectations.  These goals are not always obtained depending on staffing issues, market trends, or training issues.  The UDAM needs to be able to handle not making these goals every month because that is reality, but they need to be able to handle that too.  Not everyone can handle not hitting their goals.  The UDAM will be responsible for training UDC’s who do not always hit their goals or high achievers who hit most of their goals.  UDAM will need to help motivate these UDC’s in order for team success. 

The outcome I hope to receive is the candidate sharing an example of not hitting a goal in a sales position or other life experience.  I want to hear about how they handled it whether they get frustrated, cry, scream or just get determination to get more the next month.  I would hope to hear that by not hitting their goal they are even more determined to hit the next one, and to hear the steps they would take to do that. 

Hansen, K. (2018). Behavioral Job Interview Strategies for Job Seekers. Livecareer. Retrieved from: https://www.livecareer.com/career/advice/interview/behavioral-interviewing

3.

I will be interviewing candidates for the Executive Communications Director position in a state agency. Director of Communications is a position in both the private and public sectors. A director of communications is responsible for managing and directing an organization’s internal and external communications. Directors of communications supervise public relations staff, create communication strategies, and may serve as the key spokesperson and media contact for the organization (Wikipedia, 2017). This position is looking for an individual who is creative and willing to work at an exciting fast paced environment. The Executive Communications Director manages the Press team and also works with the Executive team providing up to the minute information on Governor’s policies, legislation, and priorities. In addition to this, the candidate will oversee the creation of press material, and manage media relations.

 

One of the interview question, I would like to ask is “What has been your experience in crisis communication? How would you handle crisis information?”. This is a two-part question that provides adequate information when working under pressure. Providing the type of work, we do and who we work for, working under pressure and how we handle crisis information is essential. There is no room for mistakes and expectations are extremely high. There is a need for not only well-informed answers but accurate and quick answers. Sense of urgency is essential for this role and being able to work under pressure is key to success.

 

Reference:

 

(2017). Wikipedia. Director of Communications. Retrieved from