Current Trends in Job Interviewing Techniques for Human Resource Management at the Marriott

The second of eight children to parents Hyrum Willard Marriott and Ellen Morris Marriott, John Willard Marriott was born at Marriott Settlement near Ogden, Utah September 17, 1900. Known to the family of Bill simply, the young John Willard helped raise sheep and sugar beets on the farm of his father in the Church of Jesus Christ of Latter-day Saints. His father gave him a significant degree of corporate responsibility at a young age. As a direct result, Bill quickly learned to rely on ingenuity and wisdom. While in awe of the expansiveness and the picturesque backdrop of the Rocky Mountains as a young man, Bill imagined something bigger than the boundaries of the farm of his Mormon family. She shut off her desire to travel, becoming a missionary for the Church in New England, at age 19. Traveling on his way home through Washington, DC after completing his service during the summer of 1921 recognized measure of root beer market AandW (Wikipedia, nd).

Marriott returned to Utah to join Weber Stake Academy in Ogden, and then shortly after he graduated from the University of Utah in 1926. Recalling the ready market of tourists hungry for the nation's capital, he and business partner Hugh Colton combined $ 6,000 to open a nine-stool root support AandW beer at 3128 14th Street NW May 20, 1927 (Wikipedia, nd). Only two weeks later Marriott rushed to Utah to be present at another event that changes his life, his marriage to Alice Sheets. The day after Alice graduated from the University of Utah, the couple was married in Salt Lake City June 9, 1927. Their honeymoon was spent in the Model-T Ford Marriott in a rough and slow return trip to Washington DC, where the fate awaited (Marriott, nd). Marriott Corporation grew gradually over the following decades, under his leadership. When the company decided to go public 14 years later, in 1953, Marriott degree was offered at $ 10.25 per share and sold out in two hours. However, it was only four years later in 1957 that its duration is increased to hotels Marriott Corporation. In the same year he opened his first hotel, the 365-room Twin Bridges Motor Lodge in Arlington, Virginia (Marriott, nd).

Even when his eldest son, J. Willard "Bill" Marriott, Jr., took control of the Marriott Corporation in 1972, the patriarch could not just relegated to a life of retirement. During these 58 years to open its location in Washington DC in 1927 until his death in August 1985, J. Willard Marriott was an active worker, who has helped his business running and rarely relaxed. Activities Marriott was an integral part of himself. He worked as a chief who loved really practical to spend time with their growing legions of workers who he felt was the key to the success of Marriott. Eloquently honest echoing a principle that continues to be the foundation of the Marriott culture, "Take care of your employees and take care of your customers Treat your employees the way you would like to be treated -. Provide them with every possible path to success . gain their trust and respect. I like and be interested in their work "(Marriott and Brown, 1997). Companies with a culture of integrated business, such as Marriott has to rely on interviews to determine precisely the employees that are a perfect fit organization. Interview is the process by which an employer assesses a prospective employee for employment in their company (Wikipedia, nd). Historically speaking, interviewing is generally the final stage of the recruitment process. It is ultimately the most important determining factor in whether or not an employee meets the criteria of philosophical selective employers. Employers such as Marriott may offer various degrees and styles of interviewing techniques, but for most types of interview can be classified between a pair of dichotomous categories.

Type of interview:

There are basically two different types of interviewing methods used by the management of human resources to help meet their goal of selecting the right person, the screening interview and the behavioral interview.

Screening Interview:

This interview was designed to break down applicants who do not meet the requirements of a specific candidate. It also allows them to collect basic information about the applicant.

Behavioral Interview:

This type of interview is designed to help you make an educated decision based on selection criteria fair and legitimate, rather than on a "gut feeling". The following guidelines will mainly as the determining factor for acceptance and was built with three main objectives in mind.

1. To provide a process that ensures that all candidates will be evaluated in a uniform and constant.

2. To provide a structure for use in the process of the interview.

3. To provide tools that will get responses from potential candidates, serving as indicators or predictors of future performance.

The process of interviews:

The interview process is divided into three segments: the preparation, maintenance, and evaluation / selection.

Preparation:

The first step is the description of the work involved with the interview. This will determine what you're looking for in a candidate. The best way to do this is through the review of the duties listed in job description. While you're reading this, should ask: what are the personal characteristics and skills needed to succeed in the position? Examples might include attention to detail, communication skills, flexibility, calm, job-related knowledge, energy, reliability, etc.

Application Review:

Demand for labor has been completed a candidate can serve a variety of purposes. Completed application forms to present an accurate preview of "Coming Attractions", or the background work, ambition, and education that candidates bring to the interview. Remember that past performance is the best indicator of future performance. As they read the application, which should automatically check for items such as experience, education and physical qualifications, but there are many other things that can get the application.

Completed application forms also present a framework that will be used in the interview with the real candidate. They take the time to read carefully. They can not interview effectively, if they have not done their homework.

To help them to read or analyze the application forms, three things are considered:

1. The information they give.

2. The skills you demonstrate in presenting information.

3. Their way of thinking, as revealed by the answers they give, in response to questions the application form, as well as their responses to the interview screening.

Technical and performance categories:

The technical category is defined by the specific tasks performed in a job. These skills reflect the knowledge or skills that are taught programs in technical institutes, etc., or are learned through corporate training programs. For example, if they hire a housekeeper, category engineers should try to see if the candidate knows how to make a bed, knows the proper way to empty, etc.

The performance category is defined as work habits or special skills that are usually learned through life experiences rather than formal training. Often, these skills are learned early in life and reflect on how the beliefs of a job should be done. For example, if they hire a housekeeper, who will examine how the candidate organizes its work, how seriously you take responsibility, or as you follow through on their commitments.

Categorization of Work Requirements:

With the use of job descriptions, look at the skills or areas of great responsibility necessary for that particular job. These skills are then divided into two performance or technical dimension. For example, one of the areas of greatest responsibility a chef is to prepare properly and garnish all food orders in accordance with the specific menu. This falls into the category of performance.

Identify skills needed:

Once you know that the requirement of the job, can then identify the skills required to successfully complete the work.

The climate:

When the candidate arrives, he / she is greeted with a smile, a handshake and a cordial and friendly word. Eye contact is established and the candidate is invited into the room and asked to have a seat and offered a drink, etc. The interviewer then introduces himself / herself by name and title.

An atmosphere that relaxes the candidate and puts him / her at home is established. There is a direct relationship between what a candidate is comfortable and secure feel, and how truthful, honest information he / she is willing to reveal.

The interview:

Open the interview:

The interview opens with their icebreaker to set the tone for the interview. Then the candidate is given an idea of ​​what will happen during the interview. For example, you will begin to discuss their work experience and educational background. Then ask them some questions and take notes. Finally, will share data on labor, time, calendar, rate of pay, full time or part-time position, company and answer questions they might have.

During the interview:

The information that the applicant has provided the application is discussed. This verifies that the information provided is accurate, and also gives them the opportunity to fill in missing information. Then the questions concerning the technical category who have chosen to administration. Then questions chosen from the category of performance are given.

Take notes:

During this part, must take notes. Keywords or phrases are used. Noting is made to describe the behaviors, document names, dates, places, results, etc. These notes will help in assessing a candidate.

Listening to:

As the candidate answers to their questions, practice good listening skills. The following guidelines will assist the interviewer during this process:

1. Listen to the candidate.

2. Formulate questions to probe the follow-up their responses.

3. Use the "summary" to control the talkative candidates. This can be done by taking what a candidate says, paraphrasing, and then proceed to the next expected demand.

4. Silence - after asking a question, be patient for the candidate to respond. It allows them to think of the response and encourages them to provide more information. Many interviewers interfere in their process of information gathering by themselves in a hurry to fill a gap in the conversation.

5. Clipping - Sometimes a candidate may wander. If you feel excursions and the information they are giving is not relevant, they can start talking right with the candidate as they are finishing a sentence. In this way, "snap" the short story, and allow them to take control again. This must be done tactfully so as not to offend the candidate.

Display good nonverbal skills:

The following guidelines will assist the interviewer during this phase.

1. Maintain a friendly attitude and positive start to finish.

2. Use eye contact. This establishes the candidate that they are interested.

3. Encourage candidates to continue with his head nodding.

Stereotyping / Generalizing:

It 's very important that they go into the interview with an open mind. Two things that can affect their judgment are "generalized" and "stereotypes". These should be avoided at all costs.
Generalization: This is to make assumptions about a candidate based on past experiences. For example, if a candidate says a certain word, assume that the candidate will act in a certain way.

Stereotyping: This is unfair and totally inaccurate. We must guard against this practice.

Here are tips to guide the interviewer through the process:

- When using probing questions, get specific timing and examples of when an ability / feature was used.

- Encourage the applicant to provide more details using phrases like "I see", "I understand", "Please elaborate," or simply nodding his head.

- Do not spend too much time in one area and then run the other.

- Listen to what is being said and what is not said. Each interview involves anxiety. Each potential candidate is afraid of rejection and possible disappointment. This causes anxiety sometimes a candidate to say things awkwardly or say things in a way that does not make sense. Their challenge is to relax the candidate and "read between the lines." In other words, by survey, to determine whether a negative response or conflict was caused by anxiety or if the candidate is to circumvent a problem.

Closing the Interview:

Once they feel they have sufficient information from the candidate, it's time to close the interview. Telling the candidate for the position in which they are interested and society, can do this. Follow this with any questions you may have for you. In responding to their questions, be honest and loyal, but do not make promises you can not maintain, or beautify your answers, which would then give the candidate an inaccurate representation of the situation.

Tell the candidate when they can expect to be contacted ends the interview on the position. The applicant was never dismissed without being told, when you expect to be their decision. It's not a good policy to allow people indefinitely as whether or not they got the job.

An interview usually lasts about 30-60 minutes to the positions of every hour. However, it is clear that the applicant does not meet the requirement of the job, the interview can be concluded soon.

Evaluation of Candidate:

The next step is to evaluate the candidate. He wants to complete its evaluation as soon as possible after the interview.

At the end of interviewers to be effective in assessing a candidate, it is essential that they know exactly what are the characteristics and skills they are looking for in an interviewee.

Interview Address Form

Candidate Name_____________________________________________________

Date of Interviewer________________________ Interview_________________

1. Greet Candidate

Ø Introduce Yourself

Ø use Icebreaker

Ø Review Interview Agenda

- Work Experience / Educational Background

- Ask questions / Take Notes

- Job Share / Information Communication

- Answer the questions

2. The interview

Ø Ask qualifying questions

or full time, part-time, provided Pay, Shift Preferences

Ø Candidate Application Review Information

Ø The questions selected (use Evaluation Tool)

Or Listen to responses and probe for Details

Ø Review Application Job Description

Have or to sign the confirmation form Candidate

3. Conclude Interview

Ø Tell Candidate position and Company

Ø Ask the candidate if they have questions

Ø Exit Interview - (smile and wish them a fond farewell)

Marriott's perception of interview questions is as follows:

* The information collected on an applicant may cause the selection of an application on a different selection of the many applications for this characteristic.

* Even if they are unsure of the ability of a candidate in a certain area, it asks questions until they are satisfied with regard to the ability of that candidate.

* They should ensure that applications are not considered illegal.

Preparing for the interview:

Steps in preparing for the interview

1. The job description is reviewed

2. Question the candidate is reviewed

3. The questions are chosen.

Interview Set Up:

Materials:

Before application of the rule is that she would prepare some form of "ice breaker" in order to start the conversation. At this point the interviewer warrants that he or she uses the tool of the interview, filling out the necessary information and questions you will ask. This information is then attached to the candidate's job description, application and pinned to a clipboard.

Location:

The interview is generally conducted in a very quiet and private, is so because they believe that this will allow the candidate to feel more at ease.

Hours:

The interview time set by the candidates are scheduled during periods of slower job so that there is no hurry or distraction.

Interview Questions:

The following are examples of questions used by the interviewer during the interview. Each issue falls into one of sixteen categories, each with tips on what the interviewer should seek asylum in the response.

ATTENTION TO DETAIL - Category 1

Tell me about a time when it was very important that everything about a project, event or sale was right. What was the project, event or sale? What had to be perfect? As it turned out?

Interviewer is looking for a desire for perfection and completeness.

Tell me the last time you were praised for the efficient management of a number of small details.

Interviewer is looking for the ability to handle tasks carefully and properly.

Tell me the last time you made a mistake because you were running. What was the situation? How many times this type of situation has happened?

Interviewer is looking for: ability to maintain order.

How important was your last job to pay attention to detail?

Interviewer is looking for experience.

INTERPERSONAL SKILLS - Category 2:

Tell me the last time you had a disagreement with another person (boss, colleague, classmate, etc.), what each of you to say? What was the discussion like when he was on? As they both show your frustration or anger? How was it resolved? How was your relationship after the accident?

Interviewer is looking for the ability to negotiate, compromise and sensitivity.

Describe the last time you faced a peer did something, that the disorder. What you said or did?

Interviewer is looking for kindness, consideration and warmth.

Consider the customer who has met difficult, how did you handle him / her?

Interviewer is looking for a positive attitude and sensitivity towards others.

When you think about how to get along with others, what you see as your strengths and your weaknesses? Why?

Interviewer is looking for team player, friendship and happiness.

Many people have the opportunity to "walk in another's shoes". When this skill was required of you?

Interviewer is looking for the ability to look at another point of view.

Working knowlegde - Category 3

Tell me about the activities typically performed on your last job. Which of these activities you feel particularly competent? Why? What activities do you like least?

Interviewer is looking for specific examples of the desire to develop.

In what areas would you like to become more qualified?

Interviewer is looking for a specific direction.

Oral communication - Category 4:

Tell me the message more complicated, he had to talk to someone. How was it complicated? What have you done to ensure that the message was understood?

Interviewer is looking for the ability to understand and analyze.

What feedback you received on your ability to communicate clearly and concisely?

Interviewer is looking for the ability to understand messages and the ability to analyze.

WORKING IN THE GUIDELINES - Category 5:

Tell me the last time you were reprimanded for not completing a task so that the supervisor wanted to do, or in time. What were the circumstances?

Interviewer is looking for a willingness to comply and work well under the rules or structure.

What procedures or policies you would like to change your last job?

Interviewer is looking for a desire to improve conditions.

ORGANIZATION - Category 6:

Tell me the last time you were working on several things at once and try to meet a deadline. How did you structure your time? You meet the deadline?

Interviewer is looking for the ability to address the high-priority task in the first place, the persistence and being in control of situations.

Tell me the last time you made a decision that backfired. What caused you to choose that particular course of action? What options did you consider? People who talk about? What feedback did you get that?

Interviewer is looking for the ability to understand and solve problems.

You describe yourself as more logical or intuitive to solve the problems? Give me an example that shows the style.

Interviewer is looking for specific show creative approach.

ADMINISTRATIVE DETAILS - Category 7:

Explain how you have changed an administrative system to improve its effectiveness.

Interviewer is looking for the desire to improve existing systems

What to do to ensure the correct spelling, etc. your writing? How many times have your work returned to you because of spelling, grammar, or punctuation errors?

Interviewer is looking for a desire to improve current systems.

COOPERATION - Category 8:

Tell me about a project or activity you were doing when I did not think you could get from you the fact and asked for help. Who asked you? What did they do to help?

Interviewer is trying to develop cooperative working relationships.

What are the steps to help ensure good working relationships with your colleagues? When was the last time you used these passages? How well did it work?

Interviewer is looking for positive attitude and the ability to be a good player team.

Tell me about a time when you and a coworker had different ideas about the approach to a task. How did you work through it?

Interviewer is looking for the desire to listen, compromise and contribute.

Calm / coping with stress - Category 9:

Tell me about the time when your work or school was the most hectic. What did you do to keep it under control? How many more hours worked in that period?

Interviewer is looking for the ability to maintain control while working under pressure.

Flexibility and adaptability - Category 10:

What is the maximum adjustment you should do if hired here?

Interviewer is looking at ways of regulating affect job interview and how well it adapts to change.

Tell me the most intense period of change in your life where you have taxed your ability to adapt. What changes took place? How did you react to the changes that were taking place?
Interviewer is looking for positive attitude and management skills with ambiguity.

ENERGY - Category 11:

In earlier work, that type of situation arises for which you had to act quickly? What would you do?

Interviewer is looking for the ability and desire to react and energetic movement.

Tell me about a time when you had to go beyond the call of duty, in order to get a job.

Interviewer is looking for positive attitude and performance of urgency to get the job done.

Reliability - Category 12:

Tell me the last time you did something, because it had to be done, even if it was your responsibility.

Interviewer is looking for persistence and a positive attitude.

Tell me about a time when you could not do for a specific liability (ie work) on time. What was the situation? What did you do?

Interviewer is looking for attitude towards participation and accountability seriously.

AWARENESS - Category 13:

In earlier work, that type of situation arises for which you had to act quickly? What would you do?

Interviewer is looking for compliance and readiness to react.

Describe a time when the situation around you requested your attention immediately and completely.
Interviewer is looking for the ability to analyze, to focus.

DRIVE - Category 14:

How do you rate your motivation and drive compared to your peers or classmates? What are your strengths / weaknesses? Give me an example that best illustrates your drive.

Interviewer is looking for self-motivation and strive for excellence.

Tell me the longest known, sustained effort now that you've ever put in. What was your assignment? How did you make an extra effort to get the job done? As has been successful?

Interviewer is looking for the desire to succeed, perseverance.

PATIENCE - Category 15:

What are some of your "hot buttons" - for example, things that just can not stand. Giving an example, and how did you react to the situation.

Interviewer is looking for opportunities to stay even-tempered and the ability to control his temper.

Social issues - Category 16:

Describe the best example of your ability to establish a positive relationship with someone who did not know. What was the situation? What did you do? How did you do? What obstacles were there? How did you overcome them?

Interviewer is looking for the ability to work well with others.

Tell me about a situation where your life really depended on your ability to get along with others. What was the situation? How did you do? What obstacles were there? How did you overcome them?

Interviewer is looking for team work and ability to establish harmonious relations.

Some people get to know strangers quickly, while others prefer to take their time letting people get to know them. Describe how you entered relationships when you are "back to a group"

Interviewer is looking for a positive attitude and cooperation.

Improper questions:

The following are examples of questions that may lead to legal retaliation by the applicants and are considered inappropriate by Marriott.

What is your maiden name?

The company believes that the question is not relevant for a person's ability to perform work, and could be used for a discriminatory purpose. For example, a woman's maiden name could be used as an indication of her religion or national origin. This question could also be an inquiry of marital status, then this question will be one in which you try to avoid.

What was your name before marriage?

Marriott believes that the question asks, in effect, if a person is widowed or divorced.

Have you ever worked under another name?

They believe that this is simply another way of asking the applicant's sex and marital status.
What is your birthplace or that of your spouse, parents or other relatives?

The Marriott Corporation believes that any question about this line is an attempt to determine the national origin.

What are some of the clubs, organizations, companies and hotels to which you belong?

They believe that the issue is not relevant to work and could be an attempt to determine the national origin or race. It is also improper for a professional organization of information.

As you gain the ability to read, write or speak a foreign language?

Marriott believes that the issue is also an attempt to ascertain the nationality of the applicant.

What is the lowest salary you would accept?

Marriott feels that this is improper because women generally worked in low paying jobs than men, and in the past have been paid less than men for equal work. As a result, they believe strongly that a woman might be willing to work for less pay of a man would find acceptable. This question is improper and irrelevant.

What is your height and weight?

Marriott believes that some employers have imposed minimum height, or weight, requirement for employees who are not related to the task and have the effect of excluding above-average percentages of women and members of nationality groups certain. Unless the height and weight is directly related to employment needs, these questions should be asked.

Have you ever been refused a fidelity bond?

This question is probably an indirect attempt to find a defect that may exist in the past of an individual. The difficulty with this is that a bond of loyalty can be denied for reasons totally arbitrary and discriminatory, that the individual has the opportunity to learn, or challenge.

Attach a photograph to the application form.

And 'improper to request that an applicant affix a photograph to the form of employment after the interview, but before taking, at the discretion of the applicant.

What kind of work does your spouse do?

Marriott believes that to some extent, this question asks marital status....