RIGHT PERSON FOR THE RIGHT JOB

March 24, 2010
1:55 PM

An HR Staff called me to do an interview.
I was puzzled. Why me?
But I was excited.
And I just said, "Yes".

2:15 PM
The HR Staff faxed the applicant's resume together with the Interview Guidesheet. I could not do a face-to-face interview for I was located on the satellite plant. Phone interview was the only means.

I studied the resume. Carefully checked the work experiences and technical skills. He was applying for Production Supervisor.

I found the answer to my question "Why me?".
We are on the same specialized engineering. The same college where we finished the degree.

2:20 PM
The interview started.

First, the most frequently asked questions during job interview.
Second, stringently interrogated about the work background that will be of good points parallel to what we are looking.
Third, situational questions regarding his past and present career achievements, disappointments, human-related and personal issues.
The interview lasted for 30 minutes.

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What were my thoughts while I am doing the interview?

"Hire people who are better than you are, then leave them to get on with it . . . ; 

Look for people who will aim for the remarkable, who will not settle for the routine."

— David Ogilvy

(1) I could have been biased. He was a schoolmate with the same engineering degree. Never mind the answers he gave to my questions. Never mind the information stated on his resume. But, I have to remain objective. I have to stick to my guideline that the company needs exceptional people. So it is better to base my assessment from his credentials and wit.

(2) The company set the minimum requirements for the position but I have to set the bars on a higher level. I may not have the innate skills of head hunters to find the best people for the job, but I have the best intention for the company. That is to find the right person for the right job.

(3) Assessing people is the same as assessing yourself. Am I good enough to judge people's skills and character? Will I make the right decision? That's where I put my relevance, my skills and character. Is his planning skills the same as mine? Is his motivation can do a revolution of smart-working? Yes! When you assess, you are looking for a magnanimous possibility of an initiator, motivator, leader, and revolutionist.

*     *     *     *     *

4:00 PM
I spent an hour to finish the evaluation.
Faxed back it to the HR Staff.
Hoping my amateur head hunter instincts helped me.