In the movie Sweet Charity, the main character is tired of being a taxi
dancer and wants to do more with her life. She goes to an employment firm
looking for a new, more regular job. During her interview she does some things
that are good and also some things that are bad. Charity applied in
person, shook hands with the interviewer, and attempted to dress the part which
are all good. Now for what Charity did wrong. The first thing is that she
didn’t research the qualifications and tasks for the job. “These tasks are identified in a
current and accurate job description. All tools and techniques used in
screening should be designed to focus on essential skills of the job and the
person’s ability to perform them” (Human
Resources, Quality Service & Training, Hospitality & Restaurant
Marketing, Pg. 417). Since Charity
didn’t do this, when listed all the tasks and asked if she could perform them
she just replied with “no”. She then said “no” at one point before the
interviewer even asked the next question. “Screening interviews are conducted early in the
process to help determine whether the person meets basic requirements. They are
also used…to set the tone for other steps in the hiring process” (Human Resources, Quality Service &
Training, Hospitality & Restaurant Marketing, Pg. 419). The next thing she did wrong was beg. It is very
unprofessional to beg the interviewer to hire you even when you know you don’t
have the qualifications. The next step that Charity should have done was ask
where and how she could learn the tasks the interviewer listed. This would’ve
showed that she was willing to improve. It would also allow her to come back
and be better qualified. “Screening
helps ensure that the best candidates are chosen for vacant positions. The goal
is to find the best-qualified persons regardless of age, race, or other traits,
and every applicant should be given a fair chance” (Human Resources, Quality Service &
Training, Hospitality & Restaurant Marketing, Pg. 428).
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