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Job Interview for a Position in a Medical Research Business

Job interviews are very important processes where prospective employees are “cross-examined” (Goodale, J. G. , 1982) by an employer with a view of finding the most suitable candidate for a particular position. The future of any organization in whichever field is determined by the caliber of employees that the organization hires. For this reason the process is very exhaustive and very delicate and many organizations sometimes utilize the services of independent consultants to do the selection process on the employer’s behalf.

Other companies have fully established human resources departments that have been mandated to carry out such tasks. (Goodale, J. G. , 1982) Job interviews by nature “are screening processes of sorts” where the best suitable candidate or candidates are chosen to feel in a vacant position in the particular organization. In most cases the interviewer meets the interviewee for the first time in the interview room and within a specified time the employer needs to have assessed the prospects suitability in regards to the vacant position.

In view of the short time provided which is sometimes is inadequate enough to decide, there are certain key areas that employers usually look for in a candidate and they form what are popularly called

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“first impressions,” they include, dressing, punctuality, confidence, personality, experience, qualifications and many more. (Job Search Tips) In a medical research business, trade secrets are very vital resources.

If some business secrets like drug formulae are leaked out by leaving employees to competitors, the business stands to loose a lot of finances due to competitors making similar products to compete with the organizations products. If a prospective employee in an interview situation tells me that she will bring with her some secrets of my competitors, I would explain to her that it is not to the best interest of our organization to learn about our competitors’ secrets from others especially in such a forum.

But on the other hand I would really want to find out something about my competitor but indirectly. (Goodale, J. G. , 1982) I would conduct the interview where I would ask some leading questions to determine what the competitors are doing so that I can use the information to build my organization’s competitive edge. These are some of the questions I would ask -Why would you want to leave your current Job? – Describe a typical day in your current job, what are the challenges you face and how do you handle them?

– What management style are you used to? – If you were promoted to head the research department here, what are some of the strategies you would use to have a competitive advantage? – What kind of experience have you gained in your current job that makes you feel you are qualified to work for this organization? These are some of the questions I would ask tactfully and note down the answers, because they would give me insights on my competitors’ activities, which would be valuable form organization.

(Goodale, J. G. , 1982) However I would not hire the candidate for the basic reason that she was ready to divulge secrets of her current employer, which means that she would do the same thing to my competitors if I employed her. In the hiring process this is suicidal! (Goodale, J. G. , 1982)

REFERENCES

Job Search Tips: http://www. iamnext. com/career/questions1. html: Retrieved on 14th March 2008 Goodale, James G. (1982): Fine Art of Interviewing: Englewood Cliffs, NJ: Prentice-Hall

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