Employee Retention and Interviewing Essay

When souwest Airlines motives to hire employees, they tend to have 142,000 applicants. They obviously want to choose the person who result suit their organizational culture the best. To execute this objective they engage to ask the right headers when querying the applicants. These questions should be such that they post a clear picture as to which applicant go out be best for the job and the organization as a whole. You can accustom behavioral-based job discourse questions to help you select superior candidates.Ask discourse questions that help you identify whether the candidate has the behaviors, skills, and experience needed for the job you be filling. (Top job interview questions to help you select the Best, Susan M. Heathfield) Before starting the interview the interviewer should describe the essential functions of the job and ask the interviewee if he can fare those functions with or without accommodations. (http//www. alllaw. com/articles/employment/article13. as p)The first competency question should be colligate to the superpower to recruit and interview applicants, how often during your last job did you need to interview applicants and describe a situation in which the first picture of the applicant could have altered your judgment. Through this question the interviewer may function an idea of the prejudices the person might or might not hold. Southwest Airlines need to make sure that their employees do not discriminate against authoritative races and are able to handle all airs of situations hands on.The second question is related to the employees great power to perform fictitious character checks on say-so employees. When a former employer was not willing to provide information about(predicate) a potential employee, how did you handle the situation and perform the necessary reference check? this question will help the Airlines figure out if the employee is responsible enough to go through the necessary procedure or would t hrow some things and carry on.The third question is about the employees ability to plan and conduct regularly scheduled organizational orientation programs. order me about an incidence where last minute changes were made in the orientation plan, these changes were not known to you. How did you cope with these lat minute changes? this question will help identify the employees capabilities in a chaotic situation. For airlines these situations are quite common and such a characteristic will be beneficial for the organization. The fourth question is connected with the employees ability to condition and explain HR policies and procedures.Tell me about a situation where on that point was a revision in the company policy and the employees did not lay down the change well. What did you do? This will help the employer or interviewer for Southwest Airlines start out the opinion of the employee about some policies and procedures that may be follow by the company or already exist within the company. The one-fifth question is about the employees ability to develop and maintain with-it job descriptions. How many job descriptions have you developed in your fourth dimension as an employee here at Southwest and what were some of the major difficulties you face up while carrying out your work? this question will help experience if the employee will be able to assess the applicants capabilities and manoeuvre him to the department that suits him best.The sixth question for the employee should be based on his ability to administer a compensation program and monitor salary growth recommendations to ensure compliance with merit increase guidelines. The question here will be, what is your view on performance appraisals, are they necessary or not, do they motivate employees to do better on the job? This question will help understand what the employees are expecting and what benefits they want for the jobs they perform on a weekly or daily basis.By asking these question s from the live employees, the top management at Southwest Airlines will know the sort of employees who will be screened out from the 142,000 applicants. The number of employees they actually need is 4000, indeed the company needs to be careful as to who they hire and retain. By interviewing the interviewers beforehand the organization is making sure they hire the right people. Also, when your interview questions ask the applicant to tell you about behaviors and actions she has actually demonstrated in the past, your selection process will improve.