Like virtually all the other HR-related activities at Carter Cleaning Centers, the company currently has no organized approach to interview job candidates. Store managers, who do almost all the hiring, have a few of their own favorite questions that they ask.

But in the absence of any guidance from top management, they all admit their interview performance leaves something to be desired.Similarly, Jack Carter himself is admittedly, most comfortable dealing with what he calls the "nuts and bolts" machinery aspect of his business and has never felt particularly comfortable having to interview management or other job applicants.

Jennifer is sure that this lack of formal interviewing practices, procedures, and training account for some of the employee turnover and theft problems. Therefore, she wants to do something to improve her company's batting average in this important area. Here are her questions:

Questions

In general, what can Jennifer do to improve her employee interviewing practices? Should she develop interview forms that list questions for management and nonmanagement jobs, and if so how should these look and what questions should be included? Should she initiate a computer-based interview approach, and if so why and (specifically) how?