HRM Interviewing Techniques – Tekki Research Pte Ltd

Tekki-Research Pte Ltd is a Singaporean privately owned company focusing on research and development in Biomedical research. As a research company, Tekki-Research has improved societal outcomes in healthcare by providing critical research data to pharmaceutical companies in the region. Tekki-Research was incorporated 25 years ago by Ms Know. Her first hire was Professor Smart, a Chemistry professor and ever since then, the number of full-time employees in Tekki-Research has grown to 800 employees – made up of professors, their research teams and support staff.

Tekki-Research’s HR Director, Ms Grace, recently discussed with Ms Know the need for Tekki Research to be a workplace that shines some focus on its employees’ well-being. Ms Grace shared that practices like conducting mental health check-ins, offering better medical insurance coverage and benefits, offering gym memberships, promoting work-life balance and flexible work arrangements, can improve employees’ well- being and in turn, improve employees’ productivity, morale, retention and overall business success. Ms Know immediately agreed with Ms Grace and approved the hire of an HR Wellbeing Executive.

Following this discussion, Ms Grace has tasked you, the recruitment manager to fill this vacancy.

The responsibilities for the role are as follows: HR Wellbeing Executive

Key Responsibilities:

·       Program development and execution:

• Develop, promote, and implement health and wellness programs, such as physical health, mental health, and stress management initiatives.

• Develop, promote, and implement flexible work arrangements.
• Organize and coordinate events like health screenings, workshops, team-building activities and social recreational events.

• Organize gym membership via a weekly voucher system.

• Organize talks by Wellbeing Subject Matter Experts for employees to attend, talks that engage and motivate staff to take ownership of their health and wellbeing.
• Employee support and engagement:
• Act as a point of contact for employees needing wellbeing assistance and support.

A bachelor’s degree in Human Resources Management or Psychology or Health Management & Promotion.

• Two (2) years’ relevant experience.
• Excellent interpersonal skills with a high Emotional Intelligence.
• Excellent problem-solving and organizational skills.
• Excellent verbal and written communication skills.
• Proficient in MS Office Applications such as Word, Excel and PowerPoint.
• Proficient in HRIS systems.
• Proficient in project management.
• Able to handle multiple tasks and prioritize workload effectively.

Question 1

Design and create a complete set of suitable interview questions relevant to the job role, applying course concepts. These questions are aimed at eliciting responses that explore the wanted attributes and constructs of the job. Your interview questions must have a beginning, middle and ending (the three stages of an interview process). You are encouraged to use the following sample template reflecting the KSAOs required for the role, with justifications.

Question 2

Practical application.

Each GBA group is required to conduct a face-to-face interview using the questions prepared in Question 1. The interview sessions will be carried out in class during Lessons 5 and 6. Each GBA group will make up a panel of interviewers and your instructor will be the interviewee. The duration of each interview must be no shorter than FIFTEEN (15) minutes and no longer than TWENTY (20) minutes. Attendance is compulsory.

Question 3

Critique your performance as a panel of interviewers during the face-to-face interview you conducted.

• What were your strengths as a panel of interviewers in conducting the interview? Illustrate your answer by providing two clear examples from your interview session, with direct linkages to the interviewing techniques you applied, that resulted in your ability to unearth the wanted KSAOs. You are required to include exactly which K/S/A/Os you intended to unearth and succeeded to do so from conducting the interview

• What were your weaknesses as a panel of interviewers in conducting the interview? Illustrate your answer by providing two clear examples from your interview session, with direct linkages to the interviewing techniques that you intended to apply but did not fully apply (or failed to apply), resulting in your inability to unearth the wanted KSAOs. You are required to include exactly which K/S/A/Os you intended to unearth but failed to do so from conducting the interview.

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Interview questions for HR Wellbeing executive

The beginning stage open ended type questions are:
1) tell us about yourself and your position as HR – the knowledge tested is hR well being practice while the skills is communication, and the purpose is to evaluate background info.
2) what is your favourite area in HR wellbeing executive role – it tests the motivation ability and the other factors as organisational fit.
The middle stage main interview behavioural type questions are:
1) describe the well being program you have implemented and its outcome – it tests emotional intelligence and empathy.
2) discuss situations when you have supported employees’ experience in stress – it assesses emotional intelligence and empathy.
3) explain any situation involving management of multiple wellbeing projects – it assesses time management ability.
The situational questions are:
1) how would you manage employee non participation in well being programs – problem solving ability.
2) how would you promote mental health awareness – assess health abilities and program development.
The technical questions are:
1) specify the well being initiatives you would consider – knowledge about HR wellbeing initiatives.
2) specify the HR systems you would use – HRIS
The ending stage closed questions are:
1) Do you want to ask any question?
2) thank you for responding to our questions

Practical interview

The interview was carried out by formulating a panel and a structured interview was carried out following the three important stages which includes beginning stage covering introduction and ice breaking questions, middle stage involving structured questions, and ending stage by including closing questions. The interview was in assessing the candidate’s emotional intelligence, communication skills and knowledge about HR concepts.

Critic of interview performance

The interview was good as the behavioural interview techniques were successfully applied, and the candidates also responded clearly. The follow up questions were aimed at clarifying any doubt while the weakness identified in the interview was lack of any probing questions and poor overall time management.

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