Scene 1: Resume Screening
(Alex as HR manager, Shakira’s resume is being reviewed)
(Alex sits at a desk with a pile of resumes. She picks up one and reads it aloud
with exaggerated disbelief.)
Alex:
“Applicant: Shakira Cahilig. Email: partygurl420@[Link]. Objective: ‘To get
rich and buy a car fast.’ Skills: ‘Good in Mobile Legends, fast at eating rice,
strong in arm wrestling.’ Work Experience: ‘Tambay — 2019 to 2023.’”
(She looks at the class and raises her eyebrows.)
“Wow. This one is ready for Esports, not for a hotel job. Next!”
(She tosses the resume dramatically to the side.)
(Alex picks up another resume. Her face softens, impressed.)
Alex:
“Applicant: Andrea Pek. Email: [Link]@[Link] — nice, professional.
Objective: ‘To contribute to guest satisfaction and develop a career in hotel
and restaurant management.’ Skills: ‘Guest relations, front desk operations,
problem-solving.’ Work Experience: ‘Receptionist, 2 years – improved check-in
efficiency by 20%.’”
(She smiles and sets it neatly aside.)
“Now this is a resume I want to interview. Clear, professional, and targeted.”
After-Scene Explanation (Shakira)
“As you saw, the resume is the first filter. A messy, unprofessional one with vague
or irrelevant details is an instant red flag — even if the applicant has potential.
HR officers don’t have time to guess what you mean.
A good resume should:
● Use a professional email (not partygurl).
● State a clear and job-related objective.
● List relevant skills and measurable achievements.
● Be neat and easy to read.
So, always remember: Your resume is your ticket to the interview room. Make
sure it opens the right door.”
Scene 2: Wrong Way Interview – HR’s Sins
(Shakira as interviewer, Alex as applicant)
(Alex enters politely, holding his resume.)
Alex:
“Good morning, Ma’am. Thank you for this opportunity.”
(Shakira enters late, still eating chips, waving her hand carelessly.)
Shakira:
“Yeah, yeah, just sit. Sorry, I’m late. Traffic, and I had to grab my milk tea. So…
what’s your name again? I didn’t really read your resume.”
Alex (slightly awkward):
“Alex Bocabo, Ma’am.”
Shakira (scrolling phone, disinterested):
“Hmm. You look kinda young. Are you even old enough for this job? And are
you planning to get married soon? Kasi, if you have kids, that’s a problem for
schedules.”
Alex (uncomfortable):
“Uh, I’d rather focus on my qualifications, Ma’am.”
Shakira (ignores, bragging):
“You know, when I was your age, I was already the best front desk officer in
town. No training needed. I don’t know if you can do what I did.”
(Alex tries to answer, but Shakira interrupts constantly.)
Alex:
“In my last job, I handled—”
Shakira (cuts off):
“Yeah, yeah. Anyway, let’s just say you’re okay. But honestly, I already like the
candidate I saw earlier. She looked really confident when she walked in. I trust
my first impression. You… I’m not feeling it.”
(Alex sits awkwardly, confused.)
Shakira (closes her notebook):
“Anyway, we’ll text you. Or not. Next!”
After-Scene Explanation (Shakira)
“What you just saw is a disaster interview. The interviewer (me )committed
almost every sin:
● Unprepared & Late: Shows no respect for the applicant.
● Disinterested: Checking the phone, eating, not focusing.
● Bias & Stereotyping: Asking about age, marriage, or family is illegal and
irrelevant.
● First Impression Error: Judging based on looks or ‘gut feel’ instead of
qualifications.
● Interrupting & Talking Too Much: I didn’t let the applicant finish and even
turned the spotlight on myself.
● Snap Judgment: Deciding too early without giving the applicant a
chance.
These mistakes waste the applicant’s time and ruin the company’s image. HR
should never behave this way.”
Scene 3: Proper Interview – HR Best Practices
(Andrea as interviewer, Chloe as applicant)
(Chloe knocks and enters. Andrea smiles and stands up to greet.)
Andrea:
“Good morning, Chloe. Thank you for being on time. Please, have a seat.”
Chloe (confident but polite):
“Good morning. I appreciate the chance to be here.”
Andrea (organized, holding Chloe’s resume):
“I’ve reviewed your resume. You have two years of front desk experience,
impressive. Could you tell me about a time you had to deal with a difficult
guest?”
Chloe (uses STAR method):
“Yes, Ma’am. Situation: A guest’s reservation was accidentally cancelled. Task: I
had to calm him down and find a solution quickly. Action: I apologized, offered
a complimentary drink, and secured another room immediately. Result: The
guest thanked me and later gave positive feedback about the service.”
Andrea (nodding, taking notes):
“Excellent answer. That shows problem-solving and guest focus. What strengths
do you bring to this role?”
Chloe:
“I’m calm under pressure, good at communication, and passionate about
guest service, qualities I believe are key for a front desk position.”
Andrea (encouraging):
“Those are very useful for the front desk, especially during peak hours. But what
about the systems or tools you used in your previous job?”
Chloe:
“I’ve worked with Opera PMS and I’m confident in learning other platforms
quickly.”
Andrea:
“Opera? that’s good. We also use it here, so you’ll adapt easily.”
Just Last question: what motivates you in your work?”
Chloe:
“Making guests feel welcome and valued motivates me. I like being part of
their positive experience.”
Andrea (smiles, closes notebook):
“Thank you. Do you have any questions for me?”
Chloe:
“Yes, may I ask about the training program for new hires? I’d love to know how
the company supports growth.”
Andrea:
“Great question. We provide structured training and mentorship for every new
employee. I like that you’re already thinking about growth. Thank you for your
time, Andrea.”
(Both stand, shake hands firmly and professionally.)
After-Scene Explanation (Shakira)
This is how interviews should be done:
● Preparedness: Review resumes before the interview. Know what to ask.
● Professionalism: Start with a warm but respectful greeting.
● Structured Questions: Use situational and behavioral questions (like STAR
method) to measure skills fairly.
● Active Listening: Let the applicant finish and listen to both words and
body language.
● Objectivity: Focus on qualifications, not personal biases.
● Engagement: Give applicants the chance to ask questions too.
A well-conducted interview gives the applicant confidence in the company
and helps HR make smart hiring decisions.