Find out Ahead of Time What Skills Employees
Possess and Value
Interviewers need to probe for the full range of skills and
abilities applicants possess. Instead of merely using a job description to
develop interview questions, managers should ask general questions that address
other skills the applicant may also have. For example, when interviewing
someone for a secretarial position, in addition to asking about their
experience with word processing, spreadsheet, and presentation software, the
interviewer should also ask questions such as:
Tell me about any leadership positions you
have held both within an organization and outside of work.
What skills and abilities are you most proud
Tell me about any volunteer or community work
you have performed which involved planning events, selling, or managing
Interviewers should also probe the
applicant's expectations by asking such questions as:
What type of work activities do you enjoy
What type of work activities don't you enjoy?
Complete the following statement, "I will
be unhappy if I start working here and I don't have the opportunity to
The growth of an
organization is related to the individual growth of all of its employees.
Managers, therefore, need to encourage employees to seek opportunities to use
more of their skills on the job.
The skills of individuals
are constantly changing and expanding. For example, the clerk hired a year ago
may have recently self-taught themselves at home how to repair and network
computers. Or a customer service representative may have served a year as the
president of the local Parent-Teacher organization gaining valuable management
skills. Ideally, organizations should be aware of these skill changes and
provide opportunities for employees to use them on the job.
Job enrichment is
different than enlarging jobs by just providing more of the same work. Enrich
jobs by providing employees with more responsibility and challenges.