HRM 635 Selection Process

Sample Answer for HRM 635 Selection Process Included After Question

Selection Process (MAJOR ASSIGNMENT) 

Once you have a clear understanding of what your organization needs, it is time to consider the interview process. This assignment is a continuation of the acquiring, developing, and leveraging employee process you have already been working on during this course. The interview process is an important step in hiring the right person for your organization. For this assignment, develop an interview strategy you would consider using to interview and select the right candidate for your organization. You are required to use the job descriptions you developed in the previous assignment. As you are developing your interview strategy, think about testing options that would benefit the interview process. The following must be included in your interview strategy (750-1,000 words): 

1. A detailed description of the time, place, format, interview type, and employees involved in the actual interview process. 

2. At least one testing option to be included in the selection process. Explain why this testing option is best suited for the selection process. 

3. A minimum of four situational and four behavioral interview questions that you would use to interview for both jobs. (Reminder: Use both of the job descriptions from your previous assignment.) 

Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required. 

This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion. 

 Please refer to the directions in the Student Success Center.

A Sample Answer For the Assignment: HRM 635 Selection Process

Title: HRM 635 Selection Process

Selection Process 

Health care organizations should be adequately staffed to provide optimal patient care. Adequate staffing ensures that the staff is not overwhelmed, reducing the chances of burnout. A needs’ assessment helps identify areas where a replacement or a staff upgrade is necessary. The selection process follows to identify a suitable, qualified candidate to fill the position. Primarily, organizations use interviews to select suitable candidates. Interviews are preferred since interviewers can assess multiple areas requisite for the job. The purpose of this paper is to describe the selection process for the human resource manager identified in the needs assessment. 

The Interview Process 

Interviews can be conducted in many places provided that they are quiet and the interviewee can be assessed in all areas comfortably. For formal interviews in an organization, the interview should be conducted within the organization’s premises. The same case applies to the human resource manager’s selection. The most appropriate time is in the morning (9.00 am-10.30 am) in the directors’ boardroom. A boardroom is convenient since it has appropriate resources and calmness for a formal or informal interview. Regarding the format, the traditional format is the most appropriate. In this format, potential candidates are informed on what to carry, when, and where the interview will be conducted. The interview starts with an introduction, followed by specific questions and tests about the job, and ends with thanking the interviewee for attending the interview. A follow-up is also important to update the interviewees on whether they were successful. 

Interview types vary depending on the advertised position, time available, and the specific skills that a candidate must possess before selection. A panel interview would be highly appropriate for selecting the HR manager. Various interviewers representing various departments interview an applicant using the same scoring tool in a panel interview. Sakshaug et al. (2020) recommended panel interviews for employee selection since they reduce recruitment bias. The interviewee can also be evaluated from multiple dimensions. Employees to be involved include HR representatives, the executive manager, public relations manager, and two nurse managers. 

Testing Options 

Interviewers can use a broad range of pre-employment tests to determine whether candidates fit a specific job opening. Pre-employment testing helps evaluate the interviewee’s skills and increases the quality of the interviews (Shilling, 2020). A suitable testing option to include for selecting the HR manager is a job knowledge test, primarily for testing the applicant’s knowledge about human resource management. Such a test helps determine if the applicant can expertly apply their previously earned skills to perform in the advertised position. For instance, questions regarding the functions of the HR manager, employee motivation, and efficient strategies for optimizing productivity are suitable job knowledge questions for a HR manager. 

The other appropriate testing option is an integrity test. As Carrick (2019) posited, employees should fit the organizational culture besides being knowledgeable and skilled to handle a specific job position. Integrity tests measure how an applicant fits the organizational culture, reliability, and how well they can work with colleagues. They also assess employees’ ability to handle ethical issues. Suitable questions include their responses to issues violating the organizational policy when involved or when people close to them are involved. Interviewers can also ask potential candidates whether they can lie or engage in illegal activities when under pressure. 

Situational and Behavioral Questions 

Situational questions to determine how the interviewee reacts to specific circumstances on the job include:  

1. What would be your response if the executive manager asks you to perform a task outside your job description? 

2. What would you do if you were supervising employees and they have not completed a task when you are already done with your day’s schedule? 

3. What would you do if an employee refuses to handle the assigned role? 

4. Describe a professional accomplishment you highly regard and how it will help you execute your everyday work? 

Behavioral questions to assess how the employee reacts to stress and conduct in the professional environment include: 

1. How do you handle workplace pressures like tight deadlines? 

2. How do you handle disagreements in the workplace? Is there an instance you successfully convinced someone to follow your worldview? 

3. How do you adapt to new workplaces? Give an example. 

4. How do you handle new roles? Give us a situation where you handled a task you had no previous experience. 

Conclusion 

The selection process helps organizations acquire employees to fill a particular job position. Interviews are among the widely applied selection methods globally. During an interview, interviewers usually interact with the interviewees and ask them different questions related to the job. As described in this paper, the panel interview is highly appropriate for selecting a HR manager. It helps to reduce selection bias and assess the applicant from multiple dimensions. Different situational and behavioral questions can be asked to understand the applicant’s skills and behavior in different circumstances. 

References 

Carrick, M. (2019). Bravespace workplace: Making your company fit for human life. Maven House Press. 

Sakshaug, J. W., Hülle, S., Schmucker, A., & Liebig, S. (2020). Panel survey recruitment with or without interviewers? Implications for nonresponse, panel consent, and total recruitment bias. Journal of Survey Statistics and Methodology, 8(3), 540-565. https://doi.org/10.1093/jssam/smz012 

Shilling, D. (2020). Complete guide to human resources and the law. Wolters Kluwer.