Running head: EMPLOYEES ON INTERVIEW TEAMS 1
Should Employees be on Interview Teams
Justin Rhodes, Ryan Smith, Carl Wankowski, Kaleb Worl
Norris-Vincent College of Business
EMPLOYEES ON INTERVIEW TEAMS 2
Abstract
EMPLOYEES ON INTERVIEW TEAMS 3
Should Employees be on Interview Teams
Introduction
As a member in a large organization that consists of 328,255 personnel there can be many
differing ideologies on the interview process. Even smaller organizations, such as Independent
School Districts, might have a range of less than 100 or as many as 6,500 personnel can have
different interview processes as well. In this report, the authors will discuss how different
interviewing methods affect their organization in their current setting and for future settings. By
focusing on an organization’s fault lines, diversity mixtures, and job fits, organizations can
conduct interviews that can produce a more successful organization.
Three interview methods discussed consist of coworkers on the interview panel, having a
mixture of different levels of employees, and only having upper leadership attending these
interviews. There is a belief that high performing organizations will seek higher performing
employees. This belief is strengthened because employees that are members of a high
performing organization want their organization to continue to function at this level. This
mentality continues to foster a culture of accepting members that will rise to the challenge of the
organization.
However, not all organizations perform at that higher level. Average or lower performing
organizations might have a tendency to recommend average or lower performing
individuals/candidates. This is not to hurt the organization, but as a means for self-preservation.
Average/lower performing individuals/candidates would not “outshine” current level of
employees. It is the belief of these authors that lower performing personnel might not want
higher performers, and leadership must guard against this behavior.
EMPLOYEES ON INTERVIEW TEAMS 4
If an organization does not use their employees as team members in the interview process, what
is done to ensure the quality of individuals hired?
Problem: (Carl) Any of the top 20 lowest ranking schools in America could benefit from a
change in how they hire faculty. Salary is not a motivator when it comes to teaching America’s
youth. A study done by Parveen Kaheen showed that what often motivates a teacher is that of
that the majority of teachers became teachers because they wanted to make a difference in other
individuals lives. However the lowest ranking schools are well below average in reading and
Math which comes from (moneyinc.com.) Pennsylvania and Louisiana had the most High
Schools in the top 20 list of being the worst High Schools in America for 2019. These two states
could benefit from a new hiring practice of their faculty going into the 2020 school year. Since
