Developing a Comprehensive Interview Plan for Museo Atlantico

This report outlines the creation of an interview plan for Museo Atlantico, an underwater art museum in Lanzarote, Spain, aiming to support the island's tourism and sustainable growth. The report details the steps involved in creating the interview plan, including identifying applicant needs, understanding job responsibilities, reviewing resumes, designing standard and individual questions, and creating an effective interview structure. It also covers participant identification, interview scheduling, logistics, agenda, and data recording. The report further includes a set of open-ended and close-ended interview questions designed to assess candidates' strengths, motivations, and suitability for the job, ensuring alignment with the company culture and job requirements.

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Scope management
Interview plan for Museo Atlantico
System04116
2/20/2019

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Introduction
This assignment is about creation of interview plan for Museo Atlantic, which is situated
in Lanzarote, Spain. The project to make an underwater art museum successfully resolved in the
year 2017. The aim of this project is to support Lanzarote as a top-level destination of tourist
and reference place in Europe and to promote the sustainable growth of the island economy.
The objective of this assignment is to create an interview plan. For this creation, what
kind of tools and techniques are used to gather information. Two tasks are explained in this
report, one is creation of interview plan and another one is interview questions.
Task 1 creation of interview plan
Step 1: Topics covered in creation of interview plan
1. Identify what we need in an applicant before we interview: See the specifications and
requirements of job that we prepared.
2. Understand the job or work and its responsibilities: check the description of job.
3. Review the applicant’s resume before an interview: read the resume and make notes of
those things, which are stand out and require clarification.
4. Design a standard of set of questions for all applicants: The series of question will helps
to know whether candidate can meet the requirements of a company. It is important for
following reasons-
 It is legal and fair
 It help in comparison of candidates
 It helps to remember all questions need to be asked
5. Design questions for single applicants: In addition to those questions, prepare questions
for each individual candidate. These questions help in simplify individual aspects of each
interviewee’s background.
6. Creating the interview: frame effective questions for applicants-
 Ask open ended questions;
 Avoid transmitting the answer;
 Review for further details;
 Use reflecting to acquire more details or information; and

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 Present an outline (Innes, 2009).
Step 2: identification of participants
There are mostly thirty-five candidates for interview from Spain and we have found them
with the help of various official job portals. Those candidates who came for interview have
particular characteristics in common such as same age group people from hotel management
institute and both genders (male & female) applied and selected for interview. They all have
several characteristics, which is suitable for job position such as commitment to work given by
employer, communication skills, computer expertise that is required in hotel or restaurants,
leadership, knowledge of safety/hygiene issues, enthusiasm and organized. There is required to
varied leadership and enthusiasm characteristics as these are the main characteristics, which
require most in every organization at an effective level. Arranges different group expertise for
taking interview such as management expertise takes interview of management candidates. This
will helps in considering inter-personal dynamics of participants in a best manner.
Step 3: schedule interview
The time log for each candidate is set according to the number of participants. There are
thirty- five participants so interview for each candidate will be set for 20 minutes. They will be
completed in 10 to 11 hours.
Step 4: Logistics
An interview is taking place in person not on phone or video conferences. For conducting
interview, various logistics are required to arrange such as board room for panel interview,
stationary for written test, laptops for typing test(if required). The meeting room or boardroom is
required to reserve day before interview day for focus group who are taking interviews for the
position.
Step 5: Agenda
 Make list of candidates that we wish to interview in a day.
 Invite them for an interview
 Arranges a small conference prior to interview
 Introduce the company and its operations
 Explain the purpose or aim of hiring candidates

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 Ask questions from candidates and add final comments of them
 Decide the time log of interview for each candidates
 Prepare a series of questions that will be ask from candidate regardless of the position
they are hiring
 Note down the information of the organization in case when the candidates asks
questions about the organization.
 Thank every participants after the following interview procedures.
Step 6: Recording of data
The data of candidates are recorded manually on excel sheet of candidates by assistant.
He record each information of candidates in person on excel sheet, which is prepared for this
purpose. Interviewer records questions asked and response of candidates on those questions with
the help of assistant. Those recorded data helps in screening or shortlisting of candidates for
particular position (Roulston, 2010).

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Task 2 Questions of interview
Question 1. Tell me about yourself (open-ended question)
Explanation: This question is asked because we want to know about the candidates. This
question comprises of personal details, educational qualification, family background.
Question 2. What is your greatest strength? (Open-ended question)
Explanation: This question is asked because we want to know the particular strength of the
candidates that relates directly to the job and know an example of a situation he/she showed that
strength at job.
Question 3. What motivates you? (Open-ended question)
Explanation: This question is asked because we want to see what makes them tick and to know
whether he/she will fit in with the company culture.
Question 4. What are your aims for the future? (Open-ended question)
Explanation: This question is asked to make sure he/she will not leave the company right away
and also helps to know how ambitious they are and whether their goals of a career work with the
organization structure.
Question 5. Why are you the best person for the job? (Open-ended question)
Explanation: This question is asked to know why they are right for the position and what they
have according to the requirement of the job.
Question 6. What are you passionate about? (Open-ended question)
Explanation: This question is asked to know the hobbies, enthusiasms and things important in
his/her life.
Question 7. “How many years did you work for your last organization?” (Close-ended question)
Explanation: This question is asked to know the work experience of candidate in his/her last
organization.

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Question 8. “What training have you had that is related to this position?” (Close-ended question)
Explanation: This question is asked to determine what type training he/she had done in their
field, which is related to the position they are hiring.
Question 9. “Is company work environment important to you?” (Close-ended question)
Explanation: This question is asked to know whether environment of the company in which
he/she will hired is important to him.
Question 10. “Have you ever worked in a different industry?” (Close-ended question)
Explanation: This question is asked to know whether he/she has worked in an industry, which is
differing from our industry or job profile.
Question 11. “Do you have much experience with social media?” (Close-ended question)
Explanation: This question is asked to know his/her interest in social media and experience of
using social media.
Question 12. “Have you carefully gone through our starting salary packages?” (Close-ended
question)
Explanation: This question is asked to clarify whether he/she has reviewed starting salary ranges
or not.
Question 13. “What was the longest you have worked for any employer?” (Close-ended
question)
Explanation: This question is asked to know how many years he had worked for an employer.
Question 14. “Are you comfortable with the job profile and location?” (Close-ended question)
Explanation: This question is asked to know her comfort level towards the job or place of job.
Question 15. What challenges are you looking for in a position? (Open-ended question)
(Thibodeaux, 2019).

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Explanation: This question is asked to determine what he/she is looking for in their next job and
whether they would be a best fit for the position (Farrell, 2016).

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References
Farrell, S. (2016). Open-ended vs. closed-ended questions. Retrieved from:
https://www.nngroup.com/articles/open-ended-questions/
Innes, J. (2009). The interview book: the perfect interview technique. New Jersey: Prentice Hall
Business.
Roulston, K. (2010). Reflecting interviewing: A guide to theory and practice. California: Sage
Publication.
Thibodeaux, W. (2019). What is an open-ended interview? Retrieved from:
https://smallbusiness.chron.com/openended-interview-23923.html