Leadership Interview

Topics: Leadership, Management, Situational leadership theory Pages: 5 (1471 words) Published: June 15, 2013
Leadership Interview Analysis Assignment

Summer 2013

Introduction

A leader should influence others to be effective in many ways, but, the most powerful effective essentials are a shared vision, motivation, and effective communication. Leadership is important since the intricacy of many organizations calls for the skills of an efficient leader. Leadership can connect the management world and provide its traits attributed to employees. Having leadership in a workplace can be recognized as being able to deal with individuals who hold a direct impact on the degree of efforts and deliver productively in the workplace. Leadership is providing the right words and conveying the message through the individuals. This would mean having to explain situations and get the right message as a leader. Lastly, another element is providing a positive attitude it reflects leadership. A good leader is consistently having encouraging attitude. Proficient leaders are the ones who achieve their team or individual’s objective and success. Leadership is taking a step ahead and understanding each individual. Landsberger, J. (n.d.). Citing Websites. In Study Guides and Strategies. Retrieved June 13, 2013.

Employer- Saint Thomas University
This is a private University located at 16401 NW 37 Avenue, is where Saint Thomas University has a total of over 500 employees from faculty to administrative staff. Currently, I am employed by STU since 2005, as an Assistant Director of Human Resources. Therefore, as of today we will be recruiting for a Technical Manager. The recruitment will be analyzed by:

As an Assistant Director of Human Resources, the position will be evaluated by Job Analysis, this will consist of analyzing the position and the qualifications needed to fill the position. We need a technical person or a computer savvy person who has the ability to handle faculty/administrative staff troubleshooting computers and printers. Also, there is a University Committee that will be selecting and making a final decision for this recruitment. Assistant Director of Human Resources; I must provide a preliminary interview, such as screening applicants and providing preliminary telephone screening. Therefore, according to the Job Analysis a Job Description with its qualifications and requirements is mandatory. Thereafter, the Job Description should be provided to the department, so that, it can be clarified as to the position’s requirements and some revisions might be needed. The job description is a unique document that describes the job duties and responsibilities. This unique document (Job Description) will explain the IT Manager’s position, and how it oversees all aspects of the University computing scale. Therefore, the applicant must match the specifications of the Job Description. Subsequently, an advertisement will be placed on CareerBuilder seeker applicants for the position. After, I have gathered all applicant we make a selection for the best candidates for the position. This position will require making a phone screening first and then another selection will be made on one applicant. Furthermore, we schedule an appointment to have a preliminary interview with the Assistant Director of Human Resources by via telephone. Step #1 Phone Interview

A total of six applicants were selected for the position with the right qualifications and were contacted for a preliminary phone interview. The phone interview where all conducted with a highly successful applicants. The candidates were selected, and a total of three that will be call back for further questions. Being a leader helps me not only make the right qualified individual for this position but also identify good behavior. The interview carried out with Ms. Joanna Smith, she proved to be quite helpful in providing an amount of resourceful information about her background and her computer knowledge. Besides having a Bachelor in Computer Science she was an individual...


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