The hiring process is a systematic series of events that enable the organization to make a selection from a group of applicants. These groups of applicants comprise of people who best meet the selection criteria for the available position. The selection process is always strategically planned and implemented by businesses when hiring new employees (Marsden, 2014). This is because it plays a fundamental role in the production and performance of the business when done appropriately.
From the two interviews carried out on the aforementioned companies, it is clear that the hiring or selection process of a marketing office is significant in the selection of new employees. According to Johan Jervoe, the chief marketing officer of UBS, the process starts when the job is advertised internally or externally. During this process, selection tools such as tests, applications, background investigations, and interviews are used. The goal of using these selection tools is to choose the best applicant that matches with the job duties. Morgan Flatley further supports Johan by asserting that selecting the right individual for the job minimizes turnover rates and save time as well as money in the long run (Parcel & Sickmeier). As indicated by the two chief marketing officers, the basic requirement for a marketing specialist is having a bachelor’s degree in business, communications or any marketing management related course.
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From the two interviews, it was found that marketing does not only need basic education but also need additional education of computer and public relation. This additional education enables the applicant to effectively interact with other people when collecting information on consumer opinions about the products of their organization. According to the Chief Marketing Officer of UBS, there are numerous opportunities for work, particularly for new graduates in the marketing profession (Smart, 2015). Since marketing is so involving, these companies require self-motivated individuals that can work in a group or person and have a high tolerance to stress. Additionally, the selected individuals should maintain a positive attitude in whatever they do. It is also important for applicants to have good communication and problem-solving skills because these skills are essential when working as a marketing officer. From these interviews, I have found that the hiring process is an involving that requires several tools to be fulfilled.
As much as extensive information was collected from the two interviewees concerning the job of marketing specialist, I encountered numerous challenges in the process of collecting the information through the phone. One of the difficulties that I faced during these phone interviews is structuring effective questions. The questions I designed were a bit complex making it difficult to be understood. I also had difficulties in the timing of the interviews by considering less on length and time of the interview. Since I had not contacted the interviewee earlier, my phone calls were negatively received by the potential respondents. In the future, I will structure short and precise questions to allow the interviewee to understand them easily so that he or she can answer them accordingly. More so, I will also contact my interviewee in advance so that he or she can respond to my questions without perceiving my call as telemarketing calls. Finally, I will carefully put into consideration the timing of my phone interview by observing the time of the day to conduct the interview as well as the length of the actual interview.
Interviewee One
I contacted the Chief Marketing Officer of McDonald’s, Morgan Flatley through 1(800) 244-6227 on 22nd July 2019 about the hiring process of the Marketing Specialist.
Interviewee Two
Secondly, I contacted the Chief Marketing Officer of UBS, Johan Jervoe through phone number 800-354-9103 on 20th July 2019 about the hiring process of the Marketing Specialist
References
Marsden, P. V. (2014). The hiring process: recruitment methods. American Behavioral Scientist, 37(7), 979-991.
Parcel, T. L., & Sickmeier, M. B. (2012). One firm, two labor markets: The case of McDonald's in the fast‐food industry. Sociological Quarterly, 29(1), 29-46.
Smart, B. D. (2015). Topgrading: How leading companies win by hiring, coaching, and keeping the best people. Penguin
