Briggs Distributing Case Study

The key in the selection process is to choose a strategy for screening your candidates so that you are able to view the people that or most qualified for the position. Organizations also make use of many outside agencies when completing the selection process. Drug screening and reference checks are often done by a third party. Many companies are beginning to incorporate assessment tests and activities into the selection process to insure additional training is not necessary for potential candidates. These screenings can be very important in weeding out the wrong candidates and keeping potential good fits for the position in place for the

A structured interview can improve the process by asking the same questions to each candidate.

I will be analyzing and evaluating each employee based on their record at Moore Beer, Inc. and deciding a course of action for each employee in accordance with their employment history regarding past employee performance and the United States Labor laws to protect my company from future liabilities.

This report will be about my chosen business Tesco. I will talk about the recruiting and selection process of Tesco. I chose Tesco because Tesco is one of the biggest supermarkets and they exist long time ago and they have been successful. Tesco has more than 250 employees so it is counted as a large business. Tesco was found in 1919 by Jack Cohen. Tesco on his first day made profit £1 from sales £4. Tesco’s brand appeared in 1924. Tesco has also bank, insurance company and petrol stations. Tesco have 476 000 employees so it is large business because is also international business. Tesco is a PLC company which means they are public limited company (they can sell shares to the public) and they have unlimited liabilities.

Provide an overview consisting of a brief description of the chosen company, your chosen product or service, and annual sales.

(Huffcutt et al. 2001) reported that criterion-related validities for interview are more reliable in recruiting and selection of a personnel. The interaction between the interviewer and interviewee are deems important to set up the reliability, validity, fairness, and utility of the recruitment selection process. Apart to that, based on Johnson Company requirement, the candidate should be able to perform market survey and deal with customer relation activities. From the facts, there is concern from that individual customers are drastically declining. The candidate must be able to do an analytical structure and initiative of follow up to tackle the issue. The candidate require to attend client feedback and gather teamwork solutions as well. The role also should cover tasks to conclude and manage to communicate the outcomes. It is essential for the candidate to have a proven organizational skills. The capability skills of problem solving and interpersonal skills are very crucial. This is because the main aspects for the position is able to communicate with customer and warehouse team to deliver some the products to the clients. The excellent communications and listening skills will be the advantage for the candidate. Through interview process, the interviewer must take consideration of the candidate willingness to travel and work on hectic period during the holiday season. The candidate have to be flexible and

Like I stated before in the introduction, it allows to evaluate the different reactions of candidates; namely how they react toward a stressful situation and how well they respond to questions. It also allows to know whether a candidate is motivated about the job he/she is applying for. It then becomes clear or easy for the recruter to decide whether a certain candidate will be a good fit to the organization given his/her qualifications. Thus, this type of interview requires some preparation from the interviewer. The preparation is basically reviewing the EEO (Equal Employment Opportunity) laws that allow the recruiter to avoid any kind of discrimination, developing an applicant profile by means of competency-based, behavior-based and talent-based techniques, and finally assessing what applicants want in an interviewer (friendliness, honesty…) and in a position that they are applying for (environment and culture in the organization). On top of preparation, the recruiting interview requires some kind of structure. A good recruiting interview needs to be highly structured. Otherwise, it won’t allow the recruiter to get as much information as possible from the interviewee. Along with the type of structure, the recruiting interview allows to have a broad selection of question sequences. To be more specific, the funnel, inverted funnel and tunnel sequences are the mostly used to allow a smooth movement from

Overall, Briggs and Stratton have three very attractive products in their product profile. This data trend seems to mean Briggs and Stratton is well positioned in their market for continued growth and profitability.

The company that I chose to analyze is Tootsie Roll. Throughout my life I have always had somewhat of a sweet tooth and have been very intrigued in the process of business. Now I have the opportunity to look further into such a great company such as Tootsie Roll and really find out how the business is run and what type of work is invested in such a well known business.

Assessment of the content validity of various proposed selection techniques by determining how well they match the general requirements of the job

The goal of selection programs are to capitalize on individual differences in order to select the applicants who possess the greatest amount of particular characteristics that have been assess to be the most important for job success (Cascio & Aquinis, 2011). This goal can be met by utilizing a classical approach to personnel selection. The classical approach to personnel selection starts with the job analysis. From the job analysis sensitive, relevant and reliable criteria are selected on a basis of importance to describe the job specifications that represent knowledge, skills, abilities and other characteristics (KSAOs) that potential applicants are desired to have for the job (Cascio & Aquinis, 2011).

One of the most crucial elements of a successful or productive organization is an effective employee selection process. The significance of this process emanates from the fact that how workers carry out their jobs plays a crucial role in determining the level and extent of success of an organization. Due to the significance of an employee selection process, organizations draw candidates for open positions from the labor market. Actually, top-performing or successful organizations draw candidates from approximately 60 percent of the labor market. This trend includes sourcing for passive candidates who would prefer to remain contented with their present job. Moreover, organizations will relatively low or poor performance draws candidates from nearly 40 percent of the labor market and active workforce. An example of a top-performing organization that draws candidates from the labor market is Wal-Mart. The labor market plays a crucial role in employee selection with regards to having a population with the necessary qualifications for working in various organizations.

Selecting the right employee to fill a position is one of the most challenging decision making processes a company has to make. The ultimate goal of employee selection is to hire the candidate who is most compatible not only with the organization but for the position that they are trying to fill. In order for the candidate to be successful in a particular position, their talents and personal goals must be taken into consideration and objectives need to be utilized in order to retain qualified individuals. The most common forms of selection methods are resumes and applications but testing, interviews, reference checks, honesty tests, medical exam and drug

The hiring process includes a series of interviews. Initially, all the candidates are interviewed by a small group of staffers at the company and then a second committee reviews all the applications which include the application’s that are submitted on their own as well as interviewer feedback.

Before being hired every candidate has to pass an intense interview. Each candidate is interviewed by at les 3 up to 10 Microsoft employee. The interview was based on their though processes, problem-solving abilities , writing the line code, than based on experience and knowledge (for Bill Gates the ability to think creatively was more important then acquired knowledge, as the ambition was rather then experience). Then there are also technical interviews where was asked to solve programming problems. After that the interviewers exchange between each other impressions (hire, no-hire) and suggestions for follow up. So the weaknesses of candidates mentioned by other interviewers were later treated