Interview for a Human Resource Manager Paper Example

Introduction

Human Resources Managers are crucial parts in the management of employees and ensuring the flow of labor in an organization. They also ensure that any gaps in terms of labor emerging in an organization are filled as promptly as possible to avoid vacuums, Human Resource Managers are important in that they hold the labor force of an organization together.

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Interview Questions for the position of a Human Resource Manager

If I were to Interview the people who you have managed in the past, how would they describe your management style? This question will help the interviewer to establish the management style of the interviewee from their point of view.

On a Scale of 1 to 10, with 10 representing excellent managerial skills, rate your management skills. This question is to gauge the applicant's confidence in their ability to manage (Wheelen, Hunger, 2017).

What do you think is the most significant contribution of a manager in the workplace? This question is a determinant of how much the candidate understands their role.

How do you make sure that the employees under you are accountable in their work? This question has a role of gauging the potential manager's ability to make sure that things are done in the right way.

Have you had to prioritize limited resources in your work? What worked? And how did it work? This question is very useful in gauging the interviewee's ability to make the right choices when presented with difficult situations (Arulrajah, Opatha, et al. 2015)

Recruiting Costs

There are various costs that an employer incurs when recruiting new employees. They include:

• Client's Direct Recruiting Costs: these costs include classified advertising costs which are incurred on advertising the job, screen resumes, phone time costs, interviewing costs, pre-hire costs and the additional cycle costs whereby the employer has to keep looking in case a fit employee is not found (Tyagi, 2016)
• Personal costs: They include costs such as the Aggravation cost due to losing focus on company goals, personal time cost, opportunity costs which are the opportunities to make money that were lost because the employer was dealing with hiring new employees.
• The turnover costs: they include the Add total pre-hire cycle costs and personal costs which are incurred when taking an employee from the pool of unemployment (Fred, 2018)
• The training costs: These are costs incurred by the company when impacting certain skills on the new employees to make them adapt to the new working environment.

Resources

Arulrajah, A. A., Opatha, H. H. D. N. P., & Nawaratne, N. N. J. (2015). Green human resource management practices: A review. Sri Lankan Journal of Human Resource Management, 5(1).

Fred, M. O., & Kinange, U. M. (2018). The effectiveness of E-Recruitment in organization development. Management and Economic Journal, 294-301.

Tyagi, A. (2016). IMPACT OF E-RECRUITMENT ON HUMAN RESOURCE. Horizon Books (A Division of Ignited Minds Edutech P Ltd).

Wheelen, T. L., Hunger, J. D., Hoffman, A. N., & Bamford, C. E. (2017). Strategic management and business policy. pearson.