The professional
business event I attended was a Chatham Marketing Association club meeting.
Chatham Marketing Association works to provide its member with valuable
important on the marketing and business world. They host events such as the
"Holiday Market Bazaar" or bake sales. I attended the Holiday Bazaar, to which I had thought it was a great idea. It included craft-like items. I bought handmade coasters from there as a Christmas present. The members of this club
prepare work to present at regional and national AMA (American Marketing Association)
contest. Chatham Marketing Association also help provides its members with
networking. At the meeting I attended, the club talked about the STAR Method of
Behavioral Interviewing. This topic was discussed because interviewers will
often ask behavioral questions to give the interviewer insight on your
behavioral skills other than technical skills. Behavioral skills are the skills
you use when you interact with customers or other coworkers. Some of these situations include an angry employee, upset or unhappy customer or emergency situations. Behavioral skills
also can indicate your personality with how you may respond to certain
situations.
The STAR method to behavioral interviewing can help students conquer these difficult questions that are asked during the interview and can allow students to think quickly. The 'S' stands for
situation and 'T' stands for task. For this, the strategy is to describe the
situation or task the needs to be accomplished. It is important for the
interviewee to clearly describe their course of action in detail. It is
important to derive this information from previous work or school
experiences. The 'A' stands for action. For this, it is important to talk about your actions and not the action of others. Your examples of your actions can derive from any opportunity the relates to the question asked by the interviewer. The 'R' stands for results achieved from the situation and actions taken to deescalate the situation or task. Here is where he ending of the event, what you accomplished and what was learned from the situation or task. Also, the results can add to your response by being a guide to how you would respond differently or improve your response to the same situation or task.
Interviewing tasks lie within the Human Resource department of a company. When looking for employees, the HR department must create a job analysis or descriptions of the tasks, responsibilities, skills and knowledge of the job that is needed (Collins, 2014). The job analysis breaks down into two components, which are the job description and job specification (Collins, 2014). Job description allows the individual seeking employment to know responsibilities that are required of the job (Collins, 2014). Also, the job specification states the required skills and knowledge to be able to successfully complete the job (Collins, 2014). Forecast hiring (and firing) is another task for the HR department (Collins, 2014). The steps for this are 1.) Identify the human resources that the company currently possesses 2.) Forecast the human resources that are needed to achieve the missions and objectives of the company and 3.) measure the gap that is presented between steps 1 and 2 (Collins, 2014). If an individual is being brought in for an interview the demand for labor must be greater than the supply (Collins, 2014). When finding individuals to apply and interview for job openings, the HR department goes through the recruiting process to find suitable individuals for the job (Collins, 2014). Once the applicant goes through the processes of selection, application, and employment tests, the interview is next (Collins, 2014). The interview process judges the applicant on their answers to specific questions and how they communicate orally (Collins, 2014). This is where the STAR method comes in. The STAR method breaks down the response to behavioral questions into easy steps. Having the STAR method can make the applicants answers better and have them confidently communicate orally.
In the article, "Hiring Incentives Won't Solve America's Talent Problem," Johnathon Hasak (2017) explains how the government must create new ways for companies to source their employees. He states that the United States House Committee on Education and the Workforce way working on incentives to give opportunities to youth to be hired by companies that are seeking their talent (Hasak, 2017). Representative Bobby Scott explains, "Increased employer investment in opportunity youth is a win-win position for youth and businesses" (Hasak, 2017). Hasak (2017) writes that the Organization for Economic Cooperation and Development estimates that there are more than 35 million youth (16-29) are not employed nor in training nor in education across 35 different countries. This is because of the failure of the talent in the marketplace is due to the extreme competitiveness of companies (Hasak, 2017). For example, employers struggle to fill positions that require more education than a high school diploma, but less than a 4-year college degree, even though there are millions of unemployed workers (Hasak, 2017). Employers have actually recognized that the current hiring processes do not bring forth the talent and skills they wish to have (Hasak, 2017). Hask (2017) states, "But if employers are open to changing their perception of talent, they will need to start changing their legacy of hiring practices." The STAR method may help those seeking employment to put forth their talent and skills to increase their chances of getting hired. The STAR method relates to behavioral interviewing, which grants the employer access to the skills of the interviewee other than what is written on a resume. Compared to this article, I think the STAR method may help those who are seeking employment to find employment. Also, I think that it is also important to understand that companies may run their recruiting processes differently in the future. It is important to keep up-to-date with current hiring practices as they constantly changing.
from https://scholar.flatworldknowledge.com/books/22211/collins-ch07_s01/read
Hasak, J. (2017, August 21). Hiring Incentives Won't Solve America's Talent Problem (SSIR).
Retrieved April 22, 2018, from
https://ssir.org/articles/entry/hiring_incentives_wont_solve_americas_talent_problem
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