RECRUITING AND STAFFING

HRM 450

Conduct Interview

Supervisor

Submitted by:

Hamad Khadim Khamis Khadim Alqubaisi

ID: 201840003

Submitted to:

Dr. Fathy Mahgoob

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Introduction

As part of HR management, recruiting and choosing employees is a vital role aimed at meeting

the company's goals and priorities. It should be the process of discovering, testing, as well as

selecting candidates to fill the required openings via recruiting and selection. Many activities go

into the processes of recruiting and selecting new employees. Resources are the most valuable

commodity for every company. As a result, the selection of appropriate personnel is an essential

component of recruitment. Every company seems to have had a unique recruiting strategy based

on its rules and processes. The selection and hiring process involves narrowing down the pool of

applicants to find the best fit for a particular role. In order for an organization to function well, it

must have personnel with the correct capacity to provide value.

Recruiting and hiring choices are critical to any company's success, according to Tom Peter.

Unsuitable hiring has impacted the company's core goals as well as producing friction and

uneasiness for both owners and employees. It's unrealistic to expect any one person or small

group to carry out all of the responsibilities required at this point in an organization's

development.

Recruitment and selection of personnel for open positions in the firm are mostly handled by two

methods. The internal source and the external source are distinct. Recruitment from inside the

organization is a kind of internal recruiting. As a result, employees of the same organization are

in the running for a wide range of roles. Also, when it comes to hiring new employees, priority

should be given to those who are already employed by the organization. That's an excellent

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source of new employees who can help the company develop and use its existing resources.

Recruiting from inside the organization is, in fact, the most cost-effective and time-saving

method of finding new employees. The term "external recruitment sources" refers to the process

of hiring employees from outside the organization. In other words, someone who is not a part of

the organization is looking for a job in this case. Employees hired from outside the organization

bring fresh perspectives and innovative thinking to the table. In spite of the high expense and

difficulty of recruiting from outside sources, these individuals may help propel the firm toward

its goals.

Interview

The word interview may be used in a variety of contexts, such as when interviewing a political

leader or celebrity, or while conducting a search for a suitable applicant for a certain post.

Interviews are most often performed by companies looking to fill a vacancy and do so in order to

discover a skilled individual who can provide the firm with fresh ideas..

Structure of an interview

The interview is about the last but maybe not the least important step in the hiring process. " The

Human resources department conducts interviews with possible candidates to fill those positions

of supervisor, which is currently empty, in order to find someone who can ensure the highest

administration of the company's supply. Organized and unstructured interviews, as well as

formal as well as casual ones, are all possible formats for something like an interview.

Companies may still do telephonic interviews as well. Listed below are the sections or processes

of a job interview.

Introduction

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We may introduce ourselves to each other at the introductory stage of something like the

interview, which is an important element of the process and therefore should be completed

within about stage. Both sides are interested in making a good first impression but from the other

party. It is generally a brief introduction that lasts no more than 2 to 3 years at the most.

Small talk

Most recruiters believe that a brief conversation with both the candidate after the introductions is

a wonderful idea. It's crucial because both sides to create a relationship with each other and, but

it might also assist individual interviewee generate support as well as relieve the stress of the

situation.

Information gathering

After a few minutes of casual conversation, have the interviewee deliver a one-minute pitch

about themselves. This is an important move since it reveals the nominee's level of readiness or

lack thereof and gauges their ability to learn on the job. When the candidate gives their

powerpoint presentation, you must pay careful attention to him and gain information about his

degree of self-assurance and ambition, as well as his talents and expertise, among other things.

find out whether the candidate is qualified and confident, as well as if he could just work under

pressure.

Questions/Answers

When the respondent answers a question from either the interviewer, interviewer could perhaps

ask another question to the interviewee, and indeed the respondent can respond to the question.

Such an session could have been the chief constituent or stage of such an interview process,

lasting approximately 15 to 20 minutes, and thus the presenter can however allow candidates to

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ask questions somewhere at end of the session if they have any questions well about potential

employee or interview.

Wrapping up

The conclusion of an interview is of equal importance to some of the other parts, and just as we

really want impress prospective interviewee at the beginning, it is equally crucial that at the

conclusion of an interview we provide a smile and even a handshake, as well as express gratitude

for their time.

Interview Questions for supply chain manager

 Provide a brief overview of your educational background and relevant work experience.

 How did you find out about another job, and what are your career aspirations?

 Please explain to us how crucial a supply chain manager's function is, as well as his or

her duties and obligations.

 In what ways do you see the chain top management getting a boost from the addition of

particular experts and know-how?

 In the event that you only own a small percentage of the firm, how would you respond to

the current situation?

 What specific skills do you possess that make you an useful member of the supply chain

team?

 What piques your interest throughout the supply chain network?

 Why should I submit you a project involving a 1000-piece commodity when you're out

looking for providers?

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  Other than that, what the fuck do you know about everyone and our unique supply chain

management? Towards the best of one's ability, explain everything respectfully and to the

greatest extent feasible.

KSAO

The company's search for the hiring of people with the necessary KSAO's depends heavily on the

recruitment and staffing procedure. These people have the necessary knowledge and skill sets, as

well as the capable of handling stressful situations in a constructive manner and indeed the

ability to work effectively, as well as a variety of other qualities, such as the ability to motivate

everyone else and the desire to determine new opportunities for the industry or company.

Offer letter

Dear Candidate,

We are pleased to notify you that our firm is interested in hiring you for the role of supervisor,

and then we would really need you to begin working for us on the following Monday of that kind

of month, if possible. In case you have any questions about the position or the firm, please come

into work before starting your shift during working hours.

Our organisation will offer you a fair wage package that includes all of the compensation

packages that perhaps company offers to its workers.

The firm would welcome the opportunity to have you in the office everyday with us.

Best wishes,

HR manager
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References

Ferrar and Ginom, Rasin. (2016). Advantages of Interview Journal of HRM, 24-35.

Girharts, Brandy.. (2016). the elements and components of Offer Letter. the journal of Business

Management, 12-25.

Lilly, Hobit.. (2013). Recruiting: the way to bring the right team. The Literature of Recruiting, 20-32.