You work for a business that sells cleaning products for hospitals on an industrial level. The mission of the business is to position itself as a leader in the industry of cleaning products for hospitals at an industrial level throughout Puerto Rico. Recently, the company developed an evaluation of the Human Resources area and they realized that the policies for recruiting and selecting employees were not clear and that there was no evidence of their effectiveness. In addition, the number of employee turnover had increased significantly, and supervisors complain that when a vacancy arises, it takes months for Human Resources to identify a replacement for the available position. In the past, the process only consisted of filling out an application, conducting an evaluation of the candidate's resume, conducting an interview with a supervisor, and giving the selected candidate a brief orientation by the director of Human Resources at the organization business. Part II: Interview protocol for the selection of a sales executive position As part of the protocol, it describes the following: How will the interview be conducted? Where will the interview take place? Who or who will be in charge of conducting the interview? Type of interview that will be conducted (including the type of questions that will be asked; for example, you should include five (5) questions that can be asked and five (5) questions that should not be asked in an interview). Method of evaluating the results of the interview.
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You work for a business that sells cleaning products for hospitals on an industrial level. The mission of the business is to position itself as a leader in the industry of cleaning products for hospitals at an industrial level throughout Puerto Rico. Recently, the company developed an evaluation of the Human Resources area and they realized that the policies for recruiting and selecting employees were not clear and that there was no evidence of their effectiveness. In addition, the number of employee turnover had increased significantly, and supervisors complain that when a vacancy arises, it takes months for Human Resources to identify a replacement for the available position. In the past, the process only consisted of filling out an application, conducting an evaluation of the candidate's resume, conducting an interview with a supervisor, and giving the selected candidate a brief orientation by the director of Human Resources at the organization business.
Part II: Interview protocol for the selection of a sales executive position
As part of the protocol, it describes the following:
How will the interview be conducted?
Where will the interview take place?
Who or who will be in charge of conducting the interview?
Type of interview that will be conducted (including the type of questions that will be asked; for example, you should include five (5) questions that can be asked and five (5) questions that should not be asked in an interview).
Method of evaluating the results of the interview.
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