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Business Management and Leadership: Defining the Manager

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You work in the Human Resources department of your organization. You have been charged with recruiting a manager for a department within the Services division. The Vice-President of the Services division stresses to you that "This department hasn't had a good manager in years. I need someone who can take charge, organize things, and get people motivated and working again."

Based on her comments/expectations and your knowledge of management functions, behaviors and skills, draft the following:

1. A list of five to ten questions that you will use during the interview process that go beyond the information you can gain from the candidate's application or resume. These should give you insight into why the candidate can fulfill the requirements outlined by the HR manager.

2. A description of the types of characteristics and experience that you will look for in the candidate. Be specific, include the various management functions and roles that this individual must have experience with as well as the skills they must possess to be effective.

I need help with this task. I need ideas and suggestions. Thank you.

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1. A list of five to ten questions that you will use during the interview process that go beyond the information you can gain from the candidate's application or resume. These should give you insight into why the candidate can fulfill the requirements outlined by the HR manager.

The job interview is a powerful factor in the employee selection process in most organizations. While the job interview may not deserve all the attention that the job interview receives, it is still a powerful force in hiring. Other background checking and work history references provide much less personalized and more factual information, and hopefully, you have also added these checks to your hiring decisions, too. But the job interview remains key to assessing the candidate's cultural fit. http://humanresources.about.com/od/interviewing/Interviewing_Tips_and_Interviewing_Techniques.htm

The questions would be arranged the job description, qualifications (e.g., someone who can take charge, organize things, and get people motivated and working again), and resume information, such as:

Qualifications:
- Demonstrated leadership and decision making skills
- Strong organizational, communication, and interpersonal skills
- History of academic achievement and participation in school or community activities
- Team-oriented thinking and action
- Desire to grow professionally with enthusiasm for continuous learning
- Flexibility and adaptability to changing situations
- Ability to interpret, understand and relate complex policies and procedures
- Advanced PC skills http://www.job-interview.net/sample/HRManagementTrainee.htm

Traditional Interview vs. Behavioral Interview:

In a traditional interview, you will be asked a series of questions, which typically have straightforward answers like "What are your strengths and weaknesses?" or "What major challenges and problems did you face? How did you handle them?" or "Describe a typical work week."
However, in a behavioral interview, an employer has decided what skills are needed in the person they hire and will ask questions to find out if the candidate has those skills. Instead of asking how you would behave, they will ask how you did behave. The interviewer will want to know how you handled a situation, instead of what you might do in the future.

Behavioral interview questions will be more pointed, more probing and more specific than traditional interview questions:
- Give an example of an occasion when you used logic to solve a problem.
- Give an example of a goal you reached and tell me how you achieved it.
- Describe a decision you made that was unpopular and how you handled implementing it.
- Have you gone above and beyond the call of duty? If so, how?
- What do you do when your schedule is interrupted? Give an example of how you handle it.
- Have you had to convince a team to work on a project they weren't thrilled about? How did you do it?
- Have you handled a difficult situation with a co-worker? How?
- Tell me about how you worked effectively under pressure.
Follow-up questions will also be detailed. You may be asked what you did, what you said, how you reacted or how you felt. http://jobsearch.about.com/cs/interviews/a/behavioral.htm
Some of these questions apply to the HR manager. Can you think of others? Let’s look at other example questions, to understand the link between job requirements and questions posed.

How would I create questions to evaluate interpersonal skills?
This depends on what work habits you include in your definition of interpersonal skills. Do you mean: teamwork; motivation; leadership; problem solving; empathy; adaptability; verbal communication; etc.? It would take about 10 pages of type to respond to your question without more information. There are 35 of these work habits included in the appendix of "High Impact Hiring." Please get a copy of the book and look at the list of work habits there. Then select 10 or 12 questions from the 175 samples included in the book.

What type of questions will tell me if a person is detail-oriented?
Try these questions:
Have the jobs you held in the past required little attention, moderate attention, or a great deal of attention to detail? Give me an example of a situation that illustrates this requirement.

Do prefer to work with the "big picture" or the "details" of a situation? Give me an example of an experience that illustrates your preference.
Tell me about a situation where attention to detail was either important or unimportant in accomplishing an assigned task.
Describe a situation where you had the option to leave the details to others or you could take care of them yourself.
Tell me about a difficult experience you had in working with details.

What type of questions will tell me if a person is self-motivated?
Here are just a few examples: "Tell me about a time when you went out of your way to complete an assignment?" "Give me an example of a time when a project really excited you?" "Describe a time when you were unmotivated to get a job done?" "Tell me about a time when you did more than was expected of you." "Tell me about a time when you were given an assignment that was distasteful or unpleasant." Get the idea? http://www.job-interview.net/beforetheinterview.htm

Let’s look at another example, to understand the link between job requirements and questions posed.

Illustrative Example: Sales Representative
Behavioral Interview Questions
These are examples of behavioral interview questions that were asked of the candidates. Keep in mind that the employer is seeking evidence of the behavioral traits established at the beginning of the hiring process. The applicant may or may not have figured out the behavioral characteristics the employer is seeking. If the candidate read the job posting carefully and prepared for the interview, a savvy candidate will have a good idea about what behavioral traits the employer is seeking.
- Tell me about a time when you obtained a new customer through networking activities.
- Give me an example of a time when you obtained a customer through cold calling and prospecting. How did you approach the customer?
- What are your three most important work related values? Then, please provide an example of a situation in which you demonstrated each value at work.
- Think of a customer relationship you have maintained for multiple years. Please tell me how you have approached ...

Solution Summary

Referring to the scenario about leadership qualities, this solution provides examples of questions that tap these leadership qualities in a job applicant as outlined by the HR manager. It describes the types of characteristics and experience to look for in the candidate. This solution is about 3800 words.

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See Also This Related BrainMass Solution

Business Management and Leadership: Traits, Elements, and Styles

Part 1:
Of the five key elements of leadership, which do you think is the most important? Why?
Do you think leaders are born or are they made? If you think leadership skills can be taught, what would you do to develop those skills?
Of the five managerial leadership skills identified in the text, which skill is your strength? Why?

Part 2: Read the case and address the following questions.
A native of Wilmington, Delaware, Ellen Kullman received a BS in mechanical engineering from Tufts University, and later a masters degree in management from Northwestern University, and she began her career at GE. She started at DuPont (E. I. du Pont de Nemours and Company) in 1988 as a marketing manager. Kullman climbed the corporate ladder and in 2008 she was appointed president to lead the company's focus on growth in emerging international markets. In 2009, Kullman became chair of the board and chief executive officer (CEO) of DuPont. As CEO, Ellen has championed market-driven science to take innovation across the company's businesses. DuPont was founded over 200 years ago and has the slogan "the miracles of science." DuPont puts science to work by creating sustainable solutions essential to a better, safer, healthier life for people everywhere. DuPont offers a wide range of innovative products and services for markets including agriculture, food and nutrition, health care, electronics, communications, safety and protection, home and construction, transportation and apparel. Look closely at the things around your home and workplace, and chances are, you'll find dozens of items made with DuPont materials. DuPont operates in approximately 90 countries, with over 60,000 employees, with revenues in excess of $30 billion. DuPont is in the top 100 on the Fortune 500 company list, and in the top 300 on the Global 500. It is ranked second in its industry of natural resources,chemicals, and in the top 50 on the World's Most Admired Company.

Based on your reading of the Opening Case, what Big Five personality traits does Ellen Kullman possess?
In your opinion, does Ellen Kullman have the personality profile of an effective leader? Why or why not?
How do you think dominant behaviour exhibits itself in leaders? Explain.

Part 3:
Think of a manager you currently have or had in the past. Which leadership styles does or did your manager use most often? Explain that manager's behaviour and why you think that behaviour fits within the style you chose. Which leadership styles do you exhibit?

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