Job Interview for Service Industry Role

This document discusses the process of a job interview for a service industry role, specifically for the position of marketing manager at Intercontinental Hotel. It includes interview questions, strengths, and weaknesses of the interview process, and the importance of ongoing professional development.

TASK 4
P6: job interview for the service industry role.
Interview is considered as a procedure in which interviewer ask different kind of question
in order to assess there is skill as well as knowledge of an interviewee during the period of time.
In addition to this it also help them in assessing that skill which is required by the business
organisation. It is the duty of human resource manager how to handle the process of recruitment
in an effective manner in order to select the best candidate from the available one. It helps them
in selecting the effective candidate from the available job vacancy within business organisation
(Woo, Storlie and Baltrinic, 2016). The process of interview is organised for the position of
marketing manager of Intercontinental hotel as well as there are different round is taken in order
to hire the best candidate which includes personal. technical as well as final round at the time of
process of interview in order to select best candidate by the HR professional during the period of
time.
Interview question:
1) Tell me regarding your last experience?
2) Explain your strength as well as weakness in both professional and personal life?
3) Why do you think that we should recruit you?
4) What do you know regarding our organisation?
5) How will you make contribution for enhancing customer for hotel?
6) Define the different function of marketing?
7) How will you resolve conflicts and grievances between members of team?
8) How you will increase structure of organisation?
9) How you will recruit staffs?
10) How will you tackle queries of customer?
P7: Reassess key strength and weakness of process of interview in the organisation
In context of Intercontinental Hotel the interview is organised for the position of
marketing manager. Therefore it is the responsibility of HR manager to assess the strength as
well as weakness is a process of interview in an appropriate manner. There are different kinds of
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limitation of process of interview which are organised by the organisation to choose best
candidate within business organisation (Sherwood and O’Donnell, 2018).
Strength:
Precise and short: The process of interview is organised which is very short as well as
precise in which the questions are asked to its subordinate in direct way. It helps them in
assessing the skill, competence as well as knowledge of candidate in order to take effective
decisions whether to hire or not.
Spontaneous: This method aids assistance to the interviewer in which they assess the
honesty of candidate for achieving vision as well as goal in future period of time.
Weakness”:
Time and cost involved: The HR management of Intercontinental hotel focuses on time,
cost as well as resources needed to conduct the process of interview within business organisation
in an effective manner. Therefore the time, cost as well as resources are the major weaknesses
during the period of time (Woods, Cashin and Stockhausen, 2016).
Length process: The process of interview taking too much time in order to select the best
candidate from the available one.
Conclusion:
From the basis of above mention report it is necessary that ongoing professional
development help in increasing success as well as growth in professional and personal
development of an individual person during the period of time. The organisation need to conduct
the effective program in order to increase there is skill as well as knowledge for improving
performance level within business organisation. It also aids assistance in implementing different
activity and task of Organisation in an effective manner. In addition to this self assessment help
the individual person in order to assess the strength as well as overcoming from weaknesses in
order to take effective decisions in future period of time. Through various professional
development programs the staff can acquire the knowledge related to Innovative skills by
reducing time and adopting favourable results.
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References:
Books and Journals
Robertson, S., 2017. Transformation of professional identity in an experienced primary school
principal: A New Zealand case study. Educational Management Administration &
Leadership, 45(5), pp.774-789.
Sherwood, M. and O’Donnell, P., 2018. Once a journalist, always a journalist? Industry
restructure, job loss and professional identity. Journalism Studies, 19(7), pp.1021-1038.
Woo, H., Storlie, C.A. and Baltrinic, E.R., 2016. Perceptions of professional identity
development from counselor educators in leadership positions. Counselor Education and
Supervision, 55(4), pp.278-293.
Woods, A., Cashin, A. and Stockhausen, L., 2016. Communities of practice and the construction
of the professional identities of nurse educators: A review of the literature. Nurse education
today, 37, pp.164-169.
Zhang, Z., 2017. Towards a Model of Learning Business English and Professional Identity
Construction. In Learning Business English in China (pp. 225-254). Palgrave Macmillan, Cham.
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