Business Studies
write with your openion about each discussion and keep them seperate and numbered.

1)In my business, Publix Supermarkets uses a questionnaire that identifies the applicant’s strengths, weaknesses and commitment to the field they will be entering in. This will test their
personality, talents, job task proficiency and productivity, emotional intelligence, basic skills, English proficiency and computer literacy. We perform a drug test after the interview if we like
them and decide to hire them, followed up with a background check. Since we deal with and depend on customers to shop with us for revenue, customer service is the most important thing. With that,
we rank our questionnaire on a three-tier system. Tier 1, or T1, tells us the person is strong with customers, knowledgeable and flexible. They also show signs of being long term employees with
hopes of promoting them to management roles or key support roles. T2 is an average mark, which indicates you are versed and know of the field, but lack strong skill sets needed to take care of our
customers. Lastly, T3 shows us incapable associates. There is always a possibility people are just bad at sitting down for periods of time but are truly hard workers, therefore the questionnaire is
not accurate. In these cases, we still follow up with an interview, especially if the people make good impressions when first speaking with a manager about possible openings.

2)I use to work as a restaurant manager and any employee that we interviewed that we liked had to take a personality test. The personality test was used as a way to determine if they potential
employee was a good fit. It would try to assess if the person worked well under pressure, would feel comfortable notifying a manager about theft, could handle customer complaints and other similar
situations you might encounter as an employee in the restaurant. If the potential employee performed poorly on the test, we would not be allowed to hire them or call them back for a second
interview no matter how much we liked them. I know the restaurant paid for these tests, but I do not know how much. I think these tests can be a poor judge of character because I have seen some
really amazing people (past servers), with outstanding service skills and work ethic, fail the test.

At my current position we go through an intense interview process. Usually 2 or three interviews take place before consideration. When I applied for my position I interviewed with my current boss,
his boss and then the CEO of the company. I have three interviews and they did not call me for a month to let me know I had gotten the job. This seems a little overboard to me. I was in the
processes of interviewing at other locations and on the verge of having a new position. This three interview process seems like a waste of time. They did do a background check, driving record check
and a credit check on me before I could begin working. I can understand the background check but the driving record and credit check was a little out of the usual. I think these were just a few
other ways for the company to make sure I was a responsible person, with no black marks.
3)Pre- phone interview – Pre phone interview you can asked them specific questions that pertain to the job to get a better understanding of if they truely understand the process.

Background check – We do a background check on all providers we use Pre-check and they do the DMV, Employment verifications, Sanction list , and we have them run license verification( MD,NP,PA,DO)
we also process the I-9 through them as well.

In other companies that I have worked for the Medical Assistants has to pass a test making sure they understand how to take a blood pressure and making sure they documented thing right. I thought
that was a great process to have them complete prior to there hire date . It allows us as employer to hire personal that is comfortable but know there job , it helps reflect great patient care.
4)I have had several different types of interviews

1. Panel- I applied for a city position and had 8 personal in the interview. Positive regarding the panel is that you have several different people interviewing one person and you can make a
decision right then and there instead of waiting for everyone put in there two sense. Neg I feel is that it was so over whelming and to many people in there where you are trying to talk the other
person is butting in and try to put in there question in the short amount of time that is scheduled.

2. One on One – I do like these typr of interviews but I rather have someone else in the room with me to get there view point as well and see if they are going to be a good fit to company.Having
imput of others is key I believe.

3. Telephone Interviews are a good way to start off the conversation, you can also determine alot from this conversation. Sometimes you dont want to waste your time if the phone conversation did
not go well at all.

5)Three interview environments that are common are; screen and phone interviews, one-on-one interviews/face-to-face interviews, and multiple interviews. Screening and phone interviews are usually
the first steps in the interview process and are normally quick and take place over the phone. This first interview is extremely important as it will decide if you go on to further interviews.
Normally performed by a member of the human resources department, these interviews use direct questions to find out if you would fit the company’s culture and have the knowledge, experience and
qualifications for the position. Second process is the one-on-one interview/ face-to-face interview, this is the interview that most are familiar with and normally takes place after a phone
screening interview. It is normally established that you have the requirements for the position from your resume and screening interview. The interviewer wants to see how you will fit into the
company and will ask questions to test your listed skills and experience. Finally, multiple interviews this is very common that you will go through several levels of interviews, on average most
candidates are interviewed by 3 different individuals and it is not unusual to be interviewed up to 5 times; these can take place on the same day or over several weeks.

When interviewing avoids illegal questions about place of birth, ethnicity or religion, marital status children or sexual preference and gender or age. Don’t ask what country are you from? Where
were, you born? Don’t ask what is your native language? Don’t ask what religion do you practice? Or which religious holidays do you observe? Never ask do you have childcare arrangements in place if
you are needed to work late hours?
6)The best type of interview in my opinion is a traditional in person that is between the manager and the candidate because that is the best way to get the right person to fill a position. This
technique is used mainly in almost every environment of businesses from big to small. It is efficient and gets the right answers out of the interview to judge character and what the manager is
looking for. The questions can be anywhere from previous employers to what makes them right for the job. Any questions can be asked but the personal questions get into legal issues. I think there
is a lot of employers that push the envelope of questions and it can lead to more information gathered but it is hard to stay away from illegal questions. The other styles such as a panel is a lot
more thorough because there are more people asking questions but there is a lot of pressure put on the candidate because its an intense environment. The telephone interview makes for more
efficiency but it isn’t as in depth as an in person interview. The best way to avoid illegal questions is to go into the interview with a questionnaire that is of legal questions. If the candidate
gives out personal information at their own will then it is fine but should not be considered against the candidate.