BSmith HRM653 T3 Selection Process

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Grand Canyon University *

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635

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Arts Humanities

Date

Apr 3, 2024

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docx

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6

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1 Selection Process Brittany Loralyn Smith College of Humanities and Social Sciences, Grand Canyon University HRM-653 Acquiring, Developing, and Leveraging Human Capital Dr. Kayong Holston March 13, 2024
2 Selection Process The employee selection process is a set of processes that firms use to find the best person to fit the role (Dessler, 2020). This process often begins with job announcement preparation and proceeds through interviews and background checks before culminating in the offer letter, which includes a variety of other important procedures. Each firm may handle the employee selection process differently; consequently, to navigate the employee selection process effectively, companies must establish the most appropriate technique for their company while assuring consistent and positive results (Dessler, 2020). Taking proactive actions from the start may lead to better job outcomes. The employment interview process includes preparation for the interview, selecting a pre-employment test, interviewing, and employee selection (Buckner, 2024). The interview and selection procedures enlighten candidates about the organization's values, expectations, and work environment. A detailed, pleasant, and honest recruiting process communicates that the company values its employees and is committed to finding the greatest fit for both the candidate and the organization (Dessler, 2020). Prior to an interview, the organization must determine the need for a new employee, prepare a job description and job duties, prepare a cost analysis and determine salary for the position, where to find ideal candidates, and prepare interview questions and pre-employment testing (Buckner, 2024). Because my organization is a State Agency, the hiring process is very structured and job descriptions and salary schedules are posted online and with the job posting. The program will provide an accurate job description that is tied strictly to the position number along with a five-year cost analysis and its salary schedule. The Human Resource Department provides interview questions and pre-employment testing to the program to decide what questions and tests should be included in the interview. During COVID restrictions, interviews
3 were held via Zoom, but traditionally are held in HR’s conference room and with panel style interviewers. Employment testing may be beneficial to hiring processes, adding quality data to assist in better hiring decisions (Shamis, n.d.). Pre-employment testing may also assist to eliminate biases by grading candidates based on their competencies and abilities in a consistent manner, and in principle, these exams are a means to reduce preconceptions that may arise from hiring managers. The Program Manager position for the Greater Valley Conservation Corps is heavily involved in the fiscal management of the program and its grants. Due to its strict supervision of State funded grants and its required reporting, the pre-employment testing will be job-related and includes Excel pivot tables. The pre-employment testing will provide the candidate insight on the job and show hiring managers that the candidate is able to oversee various types of data and use this to relay information to the director, grantor, and auditors. The use of a standardized list of questions improves interview performance for less skilled interviewers (Dessler, 2020). The use of standardized questions ensures job relevance, gives insight into the task, and reduces the possibility of prejudice (Dessler, 2020). Behavioral questions have shown excellent reliability and validity in the recruiting process, making them a powerful tool for predicting future work success (Hartwell, et al., 2019). Structured interviews with situational questions are more effective than unstructured interviews in predicting job success, allowing interviewers to better assess how the candidate will respond and handle the situation (Dessler, 2020). During the interview, the panel will rank the candidate’s answers from 1 to 5, 5 being the best quality and include notes. The following questions will be asked in the interview: Behavioral Interview Questions:
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