Business Management and Planning Issues

Introduction

Identifying competencies in a candidate in an interview for a role is crucial in the recruitment process since it helps the firm acquire the right candidate for a particular task. Competencies are taken to include personal attributes such as understanding, behaviors, skills and thoughts (Daft, 2003). The firm should consider the following points before developing a competency list: it should draft the list on the basis of the knowledge and skills required for the post, a job description of the placement in question which is based on the analysis of the job and ideas from clients and other employees about the position. This should be done to make certain that the applicant selected is fit for the position (Daft, 2003, P. 132-139).

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Questionnaire for manager position

  • Have you ever been employed in a position that was able to Lead, manage and coach staff that is assigned to you and how many were they?
  • What to do to ensure that the required level of discipline is being maintained at all times at all times by the employees under you?
  • Have you ever been employed in a senior position before?
  • How many years experience to you have in a senior position and how long have been out of employment?
  • Do have any knowledge in finance, human resource and marketing?

Characteristics and experience

The candidate for the job must be able to read; write and calculate at masters level; knowledge of various techniques and history of services disciplines; must be able to deal with people from different backgrounds and cultures; ability to optimize decisions under pressure; ability to analyze and evaluate all ideas and projects; ability to work in a team environment; develop and work within a timeline; meet goals and objectives; ability to budget and work according to the set terms; ability to liaise with media, suppliers, customers, employees and fellow managers; ability to communicate effectively internally and externally; must have managerial stamina; must be creative; strategic thinking; must have good leadership qualities; be able to motivate and inspire; have sound basic financial knowledge; must be computer literate and must be able to work on Microsoft Access and Publisher(Daft, 2003, P. 152-158).

Specific Tasks Nature
  1. Lead, manage and coach staff that is assigned to you.
  2. Ensure that a good image is projected by your team under you; this being efficiency, courtesy, helpfulness and professionalism
  3. Ensure that the required level of discipline is being maintained at all times at all times by the employees under you and take the disciplinary action when required.
  4. Ensure you maintain and manage the event operations manual for each event and function contract assigned to you and your team.
  5. Manage and supervise all hours worked by employees under you, as well as managing their pay schedule
  1. The desire to set specific standards, to meet them, and to ensure your team does the same.
  2. Ability to analyze and evaluate all ideas and projects.
  3. Ability to optimize decisions under pressure.
  4. Knowledge of various techniques and history of event planning disciplines
  5. Ability to motivate and inspire people that will cause them to respond.
  6. Ability to delegate tasks
  1. Develop and work with timelines
  2. Liaise with media, suppliers, employees, venues and volunteers.
  3. Create the various schedules for the various activities and tasks required for an event.
  4. Have a never-ending supply of creative ideas.
  5. Be able to use Microsoft Access and Publisher to keep track of the various planning phases, customer comments, suggestions, training and proposals sent out
1) Ability to deal with people from different backgrounds and cultures.
2) Must be able to manage and deal with difficult situation.
3) Must be a creative person
4) Must be computer literate.
5) A desire to create magic.
6) Must be able to read, write and calculate at a graduate level.
  1. Ensure that a courteous and efficient service is provided to clients, maintain, and improve on customer satisfaction.
  2. Deal with all client enquiries and needs pertaining to their contract either verbally, telephonically or written in an efficient, prompt and courteous manner.
  3. To be fully conversant with the packages and services on offer and on the company’s abilities and talents with dealing with prospective clients.
  4. Ensure clients are met and welcomed in a comfortable and creative environment.
  5. Provide professional and friendly service when dealing with telephonic calls.
1) Ability to deal with people from different backgrounds and cultures.
2) Must be able to understand and remember that people all have different ideas of how things need to be done.
3) Must want to help people.
4) Knowledge of the products, services, venues, entertainment and various other logistical aspects of the industry.
5) Must be computer literate.
6) Ability to communicate effectively.
7) Ability to analyze and evaluate all ideas and projects.
8) Adapt to the intensity and requirements of a customer’s desires and needs.
9) Must be able to read, write and calculate at a graduate level.

Conclusion

Selecting employees based on their competency in the job helps the company achieve its goals and objectives. The necessary steps in developing a pre-recruitment foundation for a competency interview include: understanding the job at hand and its description so as to enable the firm to come up with the right characteristics required for a person to carry out the job. This enables the recruitment personnel to predict the best applicant for the job in the interview based on comparison between job and individuals characteristics. The second step is to comprehend the job milieu within the firm. The recruiting personnel should ensure that the candidate they select is compatible with the job perspective within the firm. Some candidates may exhibit the required skills and knowledge in the interview but still fall short of the values and norms required for their position. The right candidate should portray the right image of the company and there the personnel should bear in mind the firm’s structure and value pattern during the recruitment process (Daft, 2003, P. 142-152).

References

Daft, R. (2003). Management. 6th Edition. New York: International Thomson Publishing Company, P. 125-178

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