Case Study Out Of Control Interview

Out of control interview

Name:

Institution:

Out of control interview

Question 1:

The interview panel had formulated a stress interview that was primarily designed to be able to see the way through which Hayat could be able to handle challenging and difficult situations. Hayat was a bright student who had graduated in 2009 from Emirate University. As a result, she anticipated to obtain a job that can assess or whether she can be able to put into practice her potential especially in the organic industry. As such, it appears to have an interviewing strategy that had been well thought out; nonetheless, there were apparent aspects of carelessness in part of the management of the organization. It is apparent that the panels

The job is based in Yemen, which is largely an Arab-dominated nation. As such, it is integral that the company applies the principals of culture inclusiveness in its workforce. In addition, it is important that the teams conducting the interviews especially with job candidates in the Arab nation to include both the Arab and Non-Arab managers. The difference in culture is an important aspect that ought to be considered during the interviewing process. The team involved in the interviewing process included Non-Arab managers and I feel that it would have been important to include an Arab manager since they have a better understanding of the culture within which the organization is recruiting and the people with the wider society. The cultural background of an individual can be highly influential when a person is making a determination on how to interpret divergent forms of communication. The Arabic culture is different from that of the non-Arab culture. As such, it would have been integral that a non-Arab manager be included in the panel to help provide the team with important insights with regards to the culture. Moreover, the presence of an anon-Arab manager would help pass the message that the company values inclusiveness in its promotional strategies. The company is operating in Yemen and hence the presence of an Arab manager would have helped the team design stress questions that are deemed appropriate by the Arabic culture. Communication can to a certain extent be different when it used with other people with divergent backgrounds (Rothwell & Kazanas, 2003). The absence of a non-Arab manager or professional in the interviewing challenges raises a lot of questions to any prospective employee on how the organization values the people and the community of where its company is based. In addition, the interviewing panel comprised of males and such the tendency of asking questions that were discriminating or sexists were high. As a result, while including a