Case study: Recruitment Interview

Name of Interviewee: Dr. Seble Geberu

Position title: HR Manager

Company: Dan Energy Research and Development P.L.C

Address: Addis Ababa, Ethiopia

Date: November 19,2021

Face to face Interview

List of pre Interview Questions

1. How would you define the normal nature of the work and life of the employees?

2. Do you have elective work routine choices ?

3. Based on your experience, what changes does performance evaluations bring to the employees

career development?

4. What are your thoughts about job rejection?

5. In your assessment, are your determination procedures convincing?

6. How unethical issues are handled in the company?

7. How do you like to contact the future candidate when opening a position?

8. Which variable could most influence your enrollment programs?

9. Why are you promoting your recruitment process as the best?

10. What are your recommendations for the improvement of the HRM recruitment process?
Introduction

I have arranged a face to face interview for the position of a Human Resource Manager for Dan

Energy P.L.C., a research and development company based in Addis Ababa, Ethiopia. Based on

the information gathered from the interview I will be discussion the various aspects of human

resource management. . The various aspects of HRM in organization will be discussed below.

Supervising and managing others

A supervisor’s role in human resource management is that of setting the strategic course for the

department to improve company performance. I understand that human resource supervisors

create vital part of the company’s management team because they are in responsibility of all

human resource program and several employee-related matters. They ensure the company’s

standards are maintained during all the processes. Conversely, HR managers are responsible for

creating and managing a strong team. Their duties range from human resource planning, job

analysis, hiring the right talent and conflict resolution.

I didn’t know the duties of HR managers and supervisors are different as I have always put them

under the same job roles, the interview has thought me otherwise.

My previous misconceptions

Before I conduct the interview, I consider HR process and technology as something that just

makes life hard for job applicants as it requires them to spend a lot of time to recognize the

newest recruiting gears. But, thanks to the interview and its output my misunderstanding is

cleared as I have come to realize that HR technology is necessary because it allows us to be open

for learning and understanding the technology you will need to use once you are on the job.
Analysis of the interview answers

The interviewee gave her thoughts about job rejection grounds which include poor performance,

compromise of company policy, unethical practices and business ramp down. A further

explanation was given on how to drive results in the organization which she says comes from

focusing on what is most important for achieving the strategic goals of the organization in order

to create a balanced methodology with a firm time frame. It also involves understanding that,

while increasing employee engagement is very important to increased productivity.

She also explains that the company engages its staff regularly and makes quarterly appraisal

sessions.

In handling unethical issues, there is a need to assess whether the reported case is actually

unethical, and to accomplish this we need all the information to be matched with the company

policy to determine what is unethical and if such is justified, to terminate such employee that

engages in such conduct. Actions like embezzlement, incendiary gossip, racism and

discrimination are justifiable reasons for termination.

The interviewee's thoughts on the “competitive advantage through people”

Many companies are trying to retain or achieve a competitive edge. Dr. Seble believes that

people are the greatest strength of an organization this confirms that a positive organizational

culture molds the people towards attaining that competitive advantage through people. She

further explains that a company that performs to have a competitive edge in the global market

should place their employees first, as happy employees’ equal happy customers and happy

customer’s equals happy wealth.

Agreement with the answers provided

I strongly agree with the responses of the HR manager as most of the answers are logical and

arrange in a line with what I am learning about human resources. The interviewee made a great

effort towards ensuring her response was not out of context. I personally do not excuse unethical

behavior at work place and this makes me agree with grounds for termination.

The most important part of the interview:

The most important of the interview is unethical practice in the company; she mentioned

discrimination and hatred act are not tolerable in the company. I learnt a lot in that aspect as I

realize that a company should be culturally aware and intelligent enough to eliminate such acts.

Summary of the interview/my thoughts:

The interview was good and I began to picture myself as an HR professional, the interviewee

was very professional, coordinated in her speech and confident in her appearance. She gave me a

background of how a typical interview looks like. From her composure, body language and

confident, I have learnt on how to face an interview for a senior management position.

My reflection: HR roles are broader than I assume, it needs cultural, emotional and social

intelligence as it connects various departments of the organization. It requires strategic thinking,

a focused mindset to plan jobs and work together across the various departments of the

organization to ensure the progress of the organization.

As a conclusion, the interview has really broadened my perspective on HR Management and I

am thankful to the course instructor for your in-depth drilling. And I would also like to thank Dr.

Sebele Gebru for her time in explaining the concepts of HRM process in detail.