Role Play: Job Interview Transcript and Interview Process Analysis

This report presents a role-play scenario of a job interview conducted for a Hotel Supervisor position at The Stafford London. The transcript of the interview is provided, showcasing the interaction between the interviewer and the candidate. The report then analyzes the strengths and weaknesses of the applied interview process, highlighting its ability to encourage creativity and assess candidates while also acknowledging limitations such as the inability to completely judge candidates and potential biasness. The conclusion emphasizes the role of interviews in assessing candidates and the importance of understanding both the advantages and disadvantages of the interview process for effective candidate selection in organizations.

Role Play and
Reflection

Contents
INTRODUCTION...........................................................................................................................................3
TASK 4..........................................................................................................................................................3
P6: Job interview.....................................................................................................................................3
P7: Strengths and Weaknesses of Applied Interview Process.................................................................4
CONCLUSION...............................................................................................................................................5
REFERENCES................................................................................................................................................6

INTRODUCTION
In an interview there is a face to face and personal interaction between an interviewer and
a candidate (Browne and et.al., 2018). In this task, transcript of an interview between an
interviewer and a candidate will be provided. Also, strengths and weaknesses of the interview
process will be discussed.
TASK 4
P6: Job interview
A job interview is conducted in hospitality organizations so that the skills and talent of
the candidate can be assesses thoroughly without any problems and issues. In The Stafford
London, interviews are carried out so as to assess whether the candidate is suitable for a
particular job or not.
Interview for job position- Hotel Supervisor
Interview transcript-
Candidate- Can I come in sir?
Interviewer- Yes. Please come in and take a seat.
Candidate- Thanks a lot sir.
Interviewer- What is your name?
Candidate- John Smith.
Interviewer- What is your age?
Candidate- 30 years
Interviewer- So you have applied for the position of Hotel Supervisor in our hotel. Are you
aware about the specifications of the job?
Candidate- Yes. Sir, I am aware about the role but I would like to know more specifically about
the job profile so that I can get to know more about the position which I am expected to fill.
Interviewer- Okay. So the job profile of Hotel Supervisor is that he is required to play a
supervisory role in the hotel. He is the one in charge of supervision of different departments of
the hotel. He needs to ensure that the departments are working effectively and efficiently to
achieve the goals and objectives of the hotel. Also, it is required to be ensured that our esteemed
customers and clients do not feel any problems and issues while they stay at the hotel.

Candidate- Thanks a lot for telling me about my job profile sir. So these are the responsibilities
which I would be required to fulfill while working in the hotel.
Interviewer- Yes. You are required to fulfill these responsibilities and also should be able to
monitor the work which is being done by the subordinates. Can I ask about the experience which
you have in the hospitality industry working in a supervisory position?
Candidate- Sir I have an experience of 7 years working in the hospitality industry in different
types of supervisory role.
Interviewer- Good. That means that you are perfect for the tasks which the candidates are
required to do in this position.
Candidate- Thanks a lot sir. Can I ask about the starting salary which will be offered for this
role?
Interviewer- The starting salary which will be paid for this role is 60,000 pounds per month.
The incentives which you earn will be an extra.
Candidate- OK Sir
Interviewer- Looking at your CV and the interaction which I had with you I think that you are
suitable for the post of Hotel Supervisor. You are selected for this post.
Candidate- Thanks a lot sir. I am overwhelmed.
Interviewer- Our HR team will get in touch with you and will tell you about the joining process.
Candidate- Thanks a lot sir.
Interviewer- Okay I will look forward to see you at this position soon. Have a nice day.
Candidate- Thanks a lot sir. I will be pleased to be a part of your team.
P7: Strengths and Weaknesses of Applied Interview Process
The Applied Interview Process has its own strengths and weaknesses (Goodman and
et.al., 2018). These are explained as follows-
Strengths-
 Encourages creativity- The Applied Interview is a highly creative process (Helmich and
et.al., 2017). By using it the organizations can get to know more about a candidate easily
(Linton, 2016). Thus for The Stafford London this is a good process which its HR
department can use. It can help them to select the candidates who are suitable for
different positions.

 Assessment of candidates- A thorough assessment of the candidates can be made by
using the interview process (Zhang, 2017). Therefore, for The Stafford London this
process offers an opportunity to do assessment of the candidates. Thus the HR
department can make a right judgment regarding the selection of candidates.
Weaknesses-
 Cannot judge candidates completely- The Applied Interview Process cannot be used
for the judgment of the candidates. Therefore, in the context of The Stafford Hotel it is
not beneficial for the HR department if it wants to judge the candidates on various
parameters of their personality.
 Biasness- There may be biasness in the interviews. Thus for The Stafford Hotel it is a
disadvantage if the HR department is biased in the selection of candidates.
CONCLUSION
From the above role play and reflection, it can be concluded that interview is undertaken
in order to judge a candidate’s personality. This helps the HR department to make a right
decision regarding selection of candidates for different roles. There are strengths as well as
weaknesses of the applied interview process in the organizations.

REFERENCES
Books and Journals:
Browne, C. and et.al., 2018. Understanding perceptions of nursing professional identity in
students entering an Australian undergraduate nursing degree. Nurse education in practice. 32.
pp.90-96.
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.
Helmich, E. and et.al., 2017. Becoming a doctor in different cultures: toward a cross-cultural
approach to supporting professional identity formation in medicine. Academic Medicine. 92(1).
pp.58-62.
Linton, A. M., 2016. Emerging roles for librarians in the medical school curriculum and the
impact on professional identity. Medical reference services quarterly. 35(4). pp.414-433.
Goodman, J. M. and et.al., 2018. From private practice to academia: Integrating social and
political advocacy into every MFT identity. Journal of marital and family therapy. 44(1). pp.32-
45.