HR and the Interview Process (Essay Sample)
We have all been through an some type of interview and selection process at some point in our lives.
1. List ways that you have been evaluated for selection in a job that you have held.
2. What were the major problems with the process and the method used?
3. What suggestions would you have for that company in the future?
4. Do you find it necessary to conduct a background investigation for that job? Why or why not?
5. What recruiting sources were used? What is the advantage and disadvantage of the source used? What would you have suggested after the reading?
6. Support the reliability and validity of the method used for recruitment.
7. What metrics are used for evaluating the costs, selection rate, acceptance rate, and yield rate for recruitment and retention?
8. Now that you have evaluated a current or past employer, what do you recommend/propose for your organization (fictitious or real) for a recruitment strategy?
9. What are the risks and challenges the organization faces by implementing the plan you recommend?
10. Provide an example of ways in which it is effectively or ineffectively implemented. Elaborate upon and assess this situation.
There are many plans available online that are pertinent. If you use a plan from an online source or from your current organization, you must cite in text and provide the reference. Be certain to integrate the readings and to conduct independent research providing references (minimum 3) from various credible sources to support your opinions, ideas, and arguments. You must cite in text and include multiple references (minimum of 3) in addition to the text.
HR and the Interview Process
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HR and the Interview Process
In the last job that I held, the selection was solely based on the academic qualifications. Before being hired, I had applied for the advertised job by dropping my academic papers into the organization’s offices. After two weeks, someone from the organization had called me to notify me that I had been selected based on my strong academic qualification, and then invited me for an interview. The interview itself was nothing but presenting my original academic documents and being asked several questions about the company operations. The main challenge with that kind of evaluation is that it is impossible to learn about a person’s job performance based on their academic qualification (Whetzel, et al. 2003).
In the future, the company should try using behavioral interview questions as using the criteria of school rank is not a good predictor of getting the job done. Before going for the interview, I thought it was necessary to have sufficient background information for that particular post as this would have helped me to ask the relevant questions. One of these questions would be on the expected duties for that particular position. For the recruitment itself, the company used its top managers to conduct the recruitment process. The main advantage of this is that using managers to conduct an interview is critical as they are able to select candidates whom they feel comfortable working with. However, the managers might not have the right knowledge to select the best candidate for the job. The metrics for evaluating the costs, selection, and acceptance is measured by the ability to get the right candidate for the job (Weiss, & Feldman, 2006).
In order to get a better outcome for the job, the organization that I am currently working for should hire consultants to carry out the recruitment process instead of relying on top managers. The only risk with this approach is that consultants might not have the inside knowledge that is critical to getting the right candidate for the job. Most recruitment agencies use a job tryout method of recruitment, and this ends up being expensive for the or...
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