Presentation on a Scenario and Task

The human resource is the most valuable asset of an organisation; therefore hiring process should be carried out keenly to attract individuals with the required skills and talents. After receiving applications, the next stage will be sorting to shortlist those with the skills that match the job description. During this process, only 20 candidates will be selected and will be called for interviews. Since only one employee is needed the interviewing process will be intense with candidates taking different tests and their respective scores recorded.

Since it is a managerial position interview questions will be geared at testing the competency of the candidates in handling the store effectively. Candidates will be asked questions such as

  • How do you define success?
  • Describe your management style?
  • What is your greatest strength?
  • Describe your greatest achievement?
  • How do you interact with your colleagues?
  • In a scale of 10, rate your time management skills?
  • Give me a scenario when you handled a challenging task?

The statistical approach will be used in analyzing data collected from the tests and interview questions. This will help in ensuring that there is fairness to the candidates. Since only one employee is required all the candidates will take a series of tests and their scores will be recorded. The department will adopt a compensatory selection strategy whereby the applicants will get an opportunity of being assessed using different tools before they are eliminated. The scores for each assessment will be recorded and the totals calculated to arrive at the best candidate for the position. The reason for choosing this approach is because it gives all candidates equal opportunity of proving they are fit for the job (Moy & Lam, 2004). This approach is better than the conjunctive selection strategy where a candidate is eliminated from the process after performing poorly in an assessment.

 

References

Moy, J. W., & Lam, K. F. (2004). Selection criteria and the impact of personality on getting hired. Personnel Review33(5), 521-535.

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