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This is a 5 page paper that provides an overview of workplace issues. Discussion questions address topics from fair pay to anonymous feedback protocol. Bibliography lists 0 sources.
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5 pages (~225 words per page)
File: KW60_KFbiz087.doc
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actually getting that job. Securing an interview means that ones resume has passed muster and attracted the attention of those making hiring decisions within an organization, but actually acing the
interview is still a considerable task to master. This reality places a great deal of psychological pressure on applicants and actually reflects one of the major problems with interviews. They
may not reflect the totality of the person applying for the job, because ones experience with them is highly limited and one-dimensional. Organizations should keep this in mind and perhaps
even schedule multiple rounds of interviews, including some in neutral informal settings such as restaurants, with applicants whom they are seriously considering. Another recent innovation in the interview process is
the involvement of figures other than management in the process. Involving employees in the interview process can allow for unique insights about the actual day to day requirements of the
job, and help to ensure that applicants are not just qualified "on paper". Offhand, the only potential legal implication to consider seems to be that involving employees in such a
situation runs the risk of favoritism if they happen to know the applicant, and also that it is adding additional responsibilities for the employee, which may require additional compensation of
some sort. 2. In any recruitment process, especially one that has advanced to the interview phase, salary and benefits are always the elephant in the room. The applicant
is generally very keen to find out what the offered remuneration for the job will be, but is hesitant to ask to avoid seeming as if they are only interested
in the pay, and not the job itself. Conversely, organizations are often reluctant to advertise salary figures, because they dont want to commit to "overpaying" an employee who would agree
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