My initial thoughts were don't go for the job - but needs must I suppose. Who dreams up this facile nonsense?

The lack of detail including any sight of your own thoughts makes this a difficult thread to comment on. More meat on the bone I respectfully suggest.

My answer to this would be simple:

"I am not able to answer that question as I have no first hand knowledge of what you already have in place, where everything is in order and where there might be shortcomings. So any suggestions on my part at this stage could be irrelevant to your workplace."

Chris

But Chris and Firesafety, isn't that just the point?
You can't know that detail so why would they be expecting you to answer that way when they know you are starting from scratch?

Reading the question it includes 'impact', '60 days' and 'undergoing rapid growth'. It doesn't say anything about the current state of OSH other than seeking 'improvement'. It may be absolutely fine just now but there is a concern that the rate of expansion is putting it at risk; it may already be poor and the worry is how to stop it getting worse before it improves; it may be dire. You cannot know the culture or personality of the company either. So what skills/strategies will you employ to make an impact within 60 days irrespective of what you find.

I could go on but my point is that I think the mistake that candidates often make is that they assume their legal and technical knowledge are being examined and lose sight of the softer people skills and recognition of human factors that are often the key element of such interviews.

That is certainly my experience from sitting on the other side of interviews. In the final selection process if you don't match the person profile they are looking for then you can have all the quals and tech skills in the world and you still won't get the job.

I would be interested to know what options there are to holding interviews for final selection that would be less stressful for both the candidate and employer. I can see that the style of interview chosen is important but how else could it be done?

As someone who has recently been on both sides of the interviewing 'fence' I think that it this method has massive positives.....

For the interviewer it gives an insight on how the candidate can impart their knowledge or expertise - we recently recruited a new H&S person for one of our sites who will need to give toolbox talks and deliver training etc so it was an ideal way for the second interview to be commenced with the candidates' 30/100/300 days plan. For the first 30 days its the obvious induction and business learning but also meeting the relevant key personnel and building a rapport with them (gaining their trust etc). 100/300 days planning came from discussions that we had had at Interview 1 (for us it was key deliverables like OSHAS 18001 and COMAH).

The other thing that I'd include in the first 30 days would relate to a gap analysis - is the site legally compliant across all of its areas? Does the candidate have any technical 'weaknesses' eg for our COMAH site, process safety is a key fundamental, so our new bod will need to development here?

Personally, I think that the presentation method can be a good tool as long as its being done for the right reasons.

Pete

I hate interviews and this sort of question is the reason I don’t like ‘em.
You could take this in two ways:
On the face of it, this could be simply about the self-aggrandizement of some sad people who watch and take ‘The Apprentice’ seriously.
Or these people could be trying to do their best but feel that they have to use this stupid language. A better question might be “How are you going to sell Health and Safety in a SME without putting up everybody’s back?”
As people have pointed there are loads of H&S people who can quote legislation and understand how to apply good H&S principles in various technical situations but cannot get this message across and manage upset the people that they are trying to help.

If this is for a job interview, why not ask them about their existing safety management regime and where they perceive their weaknesses to be? You may get a valuable insight in to what they hope any new person in the job will achieve or you may get no information whatsoever. However by making the enquiry you will be showing a real interest in their organisation and may stand out from other candidates.

However, if this is only a study assignment then all the generic stuff mentioned by others is good advice.

The original post does not mention it is a job interview so have we all failed by assuming it is?

If it is a job interview what level is it for? Manager, assistant etc.

It is a good idea to ask for info on the current status of the safety regime, in my opinion.

Goals not goars!!!!

Again, edit function?

Respond by stating that improving H&S is not down to one person and, whatever your bring to the party, it will require all at the company to 'ratchet' up their inputs and commitment, proportional to the level of improvement they expect to see.

I can see another..... he/she's responsible for H&S, the new guy over there!

I think its a reasonable topic to ask you to present on. Some good pointes provided.

Given such a short period 6o days - I'd make sure you got in relationship building with all stakeholders from the shop floor to the board.