Employee Retention and Interviewing Essay

When s push throughhwesterly Airlines emergencys to hire employees, they tend to obligate 142,000 appliers. They on the face of it want to choose the person who get aside suit their make-upal culture the best. To fulfil this objective they need to ask the respect able-bodied headways when discourseing the appli raisets. These questions should be such that they provide a clear picture as to which appli burnt will be best for the calling and the organization as a whole. You can use behavioral-based caper call into question questions to stand by you select superior candidates.Ask interview questions that care you identify whether the candidate has the behaviors, skills, and invite needed for the job you ar filling. (Top job interview questions to alleviate you select the Best, Susan M. Heathfield) to begin with starting the interview the interviewer should describe the inwrought functions of the job and ask the interviewee if he can perform those functions with or without accommodations. (http//www. alllaw. com/articles/employment/article13. asp)The world-class competency question should be connect to the aptitude to recruit and interview applicants, how oftentimes during your last job did you need to interview applicants and describe a bunk in which the first impression of the applicant could demand altered your judgment. Through this question the interviewer whitethorn get an idea of the prejudices the person susceptibility or might non hold. souwest Airlines need to make sure that their employees do not discriminate against certain races and atomic payoff 18 able to handle all sifts of mail services reach on.The second question is related to the employees ability to perform reference obstructs on potential employees. When a former employer was not willing to provide information approximately a potential employee, how did you handle the situation and perform the necessary reference check? this question will overhaul the A irlines practice out if the employee is responsible enough to go through the necessary procedure or would overlook about things and carry on.The terce question is intimately the employees ability to plan and conduct regularly plan organizational orientation programs. Tell me about an incidence w here last minute changes were do in the orientation plan, these changes were not cognize 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 safe for the organization. The fourth question is connected with the employees ability to prepare and explain HR policies and procedures.Tell me about a situation where there was a revision in the follow policy and the employees did not halt the change well. What did you do? This will help the employer or interviewer for Southwest Airlines find out the opinion of the employee about some policies and procedures that whitethorn be adopted by the alliance or already exist at heart the company. The fifth question is about the employees ability to develop and maintain current job descriptions. How many job descriptions have you developed in your time as an employee here at Southwest and what were some of the major difficulties you faced while carrying out your work? this question will help understand if the employee will be able to assess the applicants capabilities and brand him to the department that suits him best.The sixth question for the employee should be based on his ability to serve up a compensation program and observe salary increase recommendations to ensure compliancy with merit increase guidelines. The question here will be, what is your view on proceeding 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 each week or daily basis.By enquire these questions from the existing 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, thus 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 just people. Also, when your interview questions ask the applicant to severalize you about behaviors and actions she has actually demonstrated in the past, your selection process will improve.