hospitality management discussion peer respond

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puupuu12

Business Finance

HMD259

UNLV

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please just respond two discussion paper that i attached. it just need to be minimum 100 words for each respond.

You will be automatically assigned 5 peers. Respond to at least 2 peers regarding their discussion on interview mistakes addressing the following question: What recommendations would you give for avoiding 2 of the 4 interviewing mistakes reported by your peers? o Prepare a response of a minimum of 100-150 words to at least two peers. o Post comments to at least two other student’s postings by Friday night by 10:00 pm. o Provide at least one reference other than the textbook to support your answers to your responses! o Be sure to put the reference information in your posting using APA formatting.

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Peer 1 Interviewing can be a tricky and nervous process for both the interviewer and interviewee. Although most people think most interview mistakes happen on the prospective hire’s side, the blame can sometimes fall on the manager. Four common mistakes that hiring managers make are; asking irrelevant questions, searching for a superhero, comparing candidates, and acting distracted. Asking irrelevant questions can be a tricky situation because sometimes the hiring managers ‘are not selling what the person is buying.’ “Sure, it’s entertaining to know if a person would rather fight one horse-sized duck or 100 duck-sized horses, but I think it’s debatable how valuable that answer is to your hiring decision,” (Workopolis 2017) Sometimes these questions can lead to finding out traits that may be helpful for the position, but they can also become white noise and take the interview off course. Searching for a superhero is another shortfall hiring managers can face. Expecting to find the best qualified person for the job who’s willing to accept a less than competitive pay is extremely hard. Usually, these superheroes are head-hunted and will not be in an interview pool. Expecting to find these individuals and then corralling them into an interview pool is highly unlikely and should best be avoided, after all, you don’t always need the top stars at every position. Comparing candidates is a huge pit that many hiring mangers fall into. “Just because a candidate was better than the one before him or her, doesn’t mean they are the right candidate for you. Some candidates are just naturally better at interviewing, while it takes others more time and effort to really display their natural strengths, talents, and personality. And most of the time, an hour long interview is just not enough time for these individuals to really show you what they’re all about.” (Leen Sawalha 2017) Interviews are small snippets of time in a long continuum of tenure at a workplace. Comparing candidates can cause the hiring manger to stop looking at the prospective hires as a whole and make them focus more on the 1 hour they spent with them. Finally, acting distracted can be a huge problem for hiring managers. “It … interrupts the candidate’s chain of thought – and it’s spectacularly rude.” (Workopolis 2017) Part of the hiring manages duties is to advertise the company to the individual. If the individual feels as though their time and answers are not valuable to the hiring manger, would their time and talents be valued there at all. Furthermore, not being distracted shows respect to the individual and gives them a sense of confidence not only in the company, but their superior. Refrences Workopolis. 2017. “8 interview mistakes hiring managers make” Retrieved from, https://hiring.workopolis.com/article/eight-interview-mistakes-hiringmanagers-make/ (Links to an external site.) Sawalha, Leen. 2017 “5 Interview Mistakes Hiring Managers Commonly Make” Retrieved from, https://atmanco.com/blog/hiring/5-interview-mistakes-hiringmanagers-make/ (Links to an external site.) from Chapter 6 50 minutes ago Discussion Hi Morgan, I like how you touched on the "halo effect" Trying to find superheroes can be difficult and almost impossible, especially when the manager does not always need a "best in show" employee in that position. “Just because a candidate was better than the one before him or her, doesn’t mean they are the right candidate for you. Some candidates are just naturally better at interviewing, while it takes others more time and effort to really display their natural strengths, talents, and personality. And most of the time, an hour long interview is just not enough time for these individuals to really show you what they’re all about.” (Leen Sawalha 2017) Managers should always look for an employee who will fit the job and the company. Just because a prospective candidate has the best-looking resume does not mean they are a perfect fit for the company. This is why Interviews exist. Reference Sawalha, Leen. 2017 “5 Interview Mistakes Hiring Managers Commonly Make” Retrieved from, https://atmanco.com/blog/hiring/5-interview-mistakes-hiringmanagers-make/ (Links to an external site.) from Chapter 6 42 minutes ago Discussion Hello Jessica, I like how you touched on comparing candidates. I also wrote about this and extrapolated from the article why comparing prospective hires and how looking for "halo candidates" can be the wrong move. Although someone with a stellar resume may seem like the perfect fit, that is not always true, this is why interviews exist. It's all about finding someone with good performance history and someone who will fit the company and the job, the superhero that managers look for may not be that, or even exist. I also liked how you talked about illegal questions. Interviews should always be about the job and how well a prospective employee fits that job, not their personal life. Reference Sawalha, Leen. 2017 “5 Interview Mistakes Hiring Managers Commonly Make” Retrieved from, https://atmanco.com/blog/hiring/5-interview-mistakes-hiringmanagers-make/ (Links to an external site.) In the hospitality industry, many managers all over the entire world may make common interview mistakes. The four mistakes that I think is common for managers to make during an interview is that they may be talking too much, invade their privacy, keeping the interview short, and failing to be prepared to interview the applicant. When talking too much during interview managers end up speaking more about the company than they need to. When being a manager sometimes you should also listen more and speak less while giving an interview. Referring to a website Business Management Daily, the article says that 85% of the time you’re listening, 15% of the time you’re talking”(Business Management Daily Editors, 2019). As a manager, you should always take notice in hearing the applicant get to know what type of person he or she is, their knowledge, and of course, their skills and abilities to see if he or she can be capable to do the job. For the second mistake, managers should know that they should invade in the candidate's lifestyle details. It is also illegal to inquire about people’s personal information. According to the website wise step, author Chitra Reddy mentions that “must not ask questions like'' are you married? Are you divorced? Do you have kids? What is your age? Do you live in your own home or is it rented? Are you suffering from any sort of illness or disease”(Chitra,2016)? By asking these questions you can make the applicant feel uncomfortable or triggered. It can also assemble discrimination lawsuits for the company and also yourself in the future. The third mistake that a manager may make while giving an interview is sometimes they keep the interview short. When cutting an interview short it shows that you had not achieved and that you had failed an interview. In the same website wise step, the composer declared that “ in a short time, you cannot judge a candidate’s responses and behavior”(Chitra,2016). If you make the interview longer it can benefit you as a manager by getting to know the applicant and also giving the applicant a better insight into the company that she applied for. Lastly, the fourth common interview mistakes that managers can make is failing to be prepared for the interview. As a manager, when interviewing a candidate you should never just immediately scan the resume for the first time just before you meet with them. According to a website Business Management Daily, the writer includes that you should “take time to review it beforehand, and think about what you want from the new employee”(Business Management Daily Editors, 2019). Being prepared and reading the resume beforehand can help you keep yourself and the candidate on track during the interview and it can give you an insight if the applicant is ready for the job. If managers do not fix these common interview mistakes in the hospitality industry not only their company goes down but also their image as a leader decreases. References 23, B. M., & Editors, B. M. (2019, June 11). Mistakes managers make when conducting interviews. Retrieved from https://www.businessmanagementdaily.com/34916/mistakes-managersmake-when-conducting-interviews/ (Links to an external site.) Reddy, C., Reddy12, C., Reddy, C., Recruitment Areas, Complete Recruitment Life Cycle, Recruitment Areas, & Complete Recruitment Life Cycle. (2017, October 31). Top 15 Mistakes Managers Make During Job Interview. Retrieved from https://content.wisestep.com/mistakes-managers-make/ (Links to an external site.) from Chapter 11 hours ago 6 Discussion
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Running head: HOSPITALITY MANAGEMENT PEER RESPONSES

Hospitality Management Peer Responses
Student’s Name
Institutional Affiliation

1

HOSPITALITY MANAGEMENT PEER RESPONSES

2

Peer 1
I like the way your post underscores the trickiness and nervous status of interview
processes. Your post emphasis that the notion which most people have on most interview
mistakes emanate from the prospective hire’s side is invaluable. The observation that the blame
can sometimes fall on the manager is bold. The post provides insightful and exciting information
on the common mistakes that hiring managers make during interviews. The observation that
these mistakes include asking irrelevant questions, s...


Anonymous
Really helpful material, saved me a great deal of time.

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