Selection Process-mn Pharmaceuticals Ltd.docx

D. How can the interview process be more efficient in MN pharmaceuticals Ltd? Ans. In order to be interview process more efficient in MN pharmaceuticals Ltd, the interviewers first need to figure out what type of candidate they are looking for. The concepts person-job fit & person-organization fit need to be adopted. They need to collect more information from the candidate about the knowledge of the job or the activities involved. A very clear and detailed job description has to be mentioned in job circular. Interviewers need to keep their patience during the interview process and should not come to a conclusion about the candidate based on their first impressions. They also should not judge an interviewee on a single basis point like educational background only rather they should verify or examine them according to every aspect that the job requires.

E. Should MN pharmaceuticals arrange an interview training program for interviewers of MN pharmaceuticals? If yes, then what should be the procedure to train the interviewers of MN pharmaceuticals? Ans. It is clear from the case that the interviewers of MN pharmaceuticals were not successful in choosing the right can candidates for the job as the turnover ratio was high and also some of the candidates were not performing up to the mark. So, MN pharmaceuticals should arrange an interview training program for interviewers of MN pharmaceuticals. Interviewer training should start with the basics. Interviewers should be trained first to prepare a well defined job description which will reflect job requirements, job duties, job responsibilities, and skills required to perform the specific role. Interviewers need to be trained to ask the right questions and also need to be trained to evaluate answers to identify the best candidates. The interviewers need to ensure that they evaluate everyone on the same criteria and given the same experiences. Interviewers should be trained about body language. For example, if candidates’ body language suggests they’re anxious, interviewers can make a conscious effort to put candidates at ease.