Screening And Selecting Internal Candidates

Write a 5–6 page report describing the process you used to select the best three candidates for CapraTek’s regional sales representative positions.

Note: Complete the assessments in this course in the order in which they are presented, beginning with Assessment 1.

Recruiting candidates and selecting hires are two steps in a process of orienting people to new jobs. After the organization has trained a new hire, issues of retention, engagement, and development are considered.

 

Overview

Write a 5–6 page report describing the process you used to select the best three candidates for CapraTek’s regional sales representative positions.

Note: Complete the assessments in this course in the order in which they are presented, beginning with Assessment 1.

Recruiting candidates and selecting hires are two steps in a process of orienting people to new jobs. After the organization has trained a new hire, issues of retention, engagement, and development are considered.

By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

· Competency 2: Assess approaches for recruiting, selecting, and retaining talent.

. Design a final candidate selection process for the CapraTek position being recruited.

. Identify pre-employment screening tests for a position being recruited.

. Explain the purpose of performing candidate background checks for a position being recruited.

. Explain why and when candidate background checks will be authorized.

. Select assessment methods to use based on the job being recruited and the budget available.

. Develop the sequence in which methods will be used to screen applicants.

. Describe the method chosen to make the final hiring decision.

. Determine which candidates meet the basic job requirements.

. Identify the top three candidates to interview for the position.

. Explain rationale for why the selected candidates should be interviewed.

· Competency 3: Explore technology tools that support recruiting and staffing management.

. Explain how technology will impact choice of screening and selection methods.

· Competency 4:Analyze the impact of legal and regulatory issues on staffing management.

. Articulate possible legal issues associated with screening candidates.

· Competency 5: Communicate in a manner that is scholarly and professional.

. Communicate in a professional manner that is appropriate for the intended audience.

Context

Recruiting candidates is only the first step in the hiring process. Evaluating candidates, selecting those to interview, conducting interviews and background screenings, presenting a job offer, and onboarding the new employee are subsequent tasks.

The Assessment 6 Context document provides additional information about these processes.

Questions to consider

To deepen your understanding, you are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of your professional community.

· Which employee development methods have you experienced in the workplace? How did these methods affect your retention and engagement? How could the manager have improved the strategies used to make them even more effective?

· What are the primary elements of an effective coaching style? How can a manager be a coach?

· How effective is a current or former manager’s coaching style and use of coaching strategies?

· What are the key steps you would include in a company’s internal recruiting and selection process manual?

· Why would an organization use a contract-to-hire approach to fill a job? How might an employee view this type of situation? Would you take a contract-to-hire job? Why or why not?

Required Resources

The following resources are required to complete the assessment.

Multimedia

Click the links provided below to view the following multimedia pieces:

· Candidate Selection |  Transcript.

. Use this interactive media piece to analyze and apply initial screening methods for selecting candidates at CapraTek.

Library Resources

The following e-book from the Capella University Library is linked directly in this course:

· Arthur, D. (2012).  Recruiting, interviewing, selecting, and orienting new employees  (5th ed.). New York, NY: AMACOM.

. Chapter 15.

SHOW LESS

Suggested Resources

The following optional resources are provided to support you in completing the assessment or to provide a helpful context. For additional resources, refer to the Research Resources and Supplemental Resources in the left navigation menu of your courseroom.

Capella Resources

Click the links provided to view the following resources:

· Assessment 6 Context.

· Internal Selection.

Multimedia

Click the links provided below to view the following multimedia pieces:

· Hiring Process |  Transcript.

· Employee Development Conversation |  Transcript.

. View a supervisor-employee meeting concerning staff development.

Library Resources

The following e-books or articles from the Capella University Library are linked directly in this course:

· Bible, J. D. (2012). Lies and damned lies: Some legal implications of resume fraud and advice for preventing itEmployee Relations Law Journal38(3), 22–47.

· Cosner, T. L., & Baumgart, W. C. (2000). An effective assessment center programFBI Law Enforcement Bulletin69(6), 1–5.

· Estes, B. (1988). Making the job offerCommunications25(5), 170.

· Huffcutt, A. I., Van Iddekinge, C. H., & Roth, P. L. (2011). Understanding applicant behavior in employment interviews: A theoretical model of interviewee performanceHuman Resource Management Review21(4), 353–367.

· Patterson, B., & Lindsey, S. (2003). Weighing resourcesHR Magazine48(10), 103–108.

· Pittman, M. (2008). Picking the right people for your teamEmergency Nurse16(6), 16–18.

Course Library Guide

A Capella University library guide has been created specifically for your use in this course. You are encouraged to refer to the resources in the BUS-FP4045 – Recruiting, Retention, and Development Library Guide to help direct your research.

Internet Resources

The resources listed below are relevant to the topics and assessments in this course but are not required. Please note that URLs change frequently. Permissions for the following links have either been granted or deemed appropriate for educational use at the time of course publication.

· Employment Law Contract. (n.d.) Different types of employment contract. Retrieved from http://www.employmentlawcontract.co.uk/employmentcontracts/

VitalSource e-Books

The resources listed below are relevant to the topics and assessments in this course and are not required.

· Heneman, H. G., III, Judge, T. A., & Kammeyer-Mueller, J. (2019). Staffing organizations (9th ed.). New York, NY: McGraw-Hill Education.

. Chapters 6 and 10–12.

. Available in the courseroom via the VitalSource Bookshelf link.

Assessment Instructions

Note: Complete the assessments in this course in the order in which they are presented, beginning with Assessment 1.

Preparation

To prepare for this assessment, complete the following:

· Read Chapter 15 in Arthur’s Recruiting, Interviewing, Selecting, and Orienting New Employees e-book, linked in the Resources.

· Complete the Candidate Selection interactive media piece, linked in the Resources.

· Read the scenario below.

Scenario

You have written a job description for CapraTek’s regional sales representative positions and determined job requirements. Now it is time to determine testing methods and choose the top three candidates to interview.

Requirements

After reviewing the CapraTek regional sales representative job description and requirements you developed for Assessment 5, use the Candidate Selection media piece to review the candidates’ resumes. In a 5–6 page report, include the following in your explanation of the candidate selection process:

· Explain why and when candidate background checks will be authorized.

. Identify pre-employment screening tests for the position being recruited.

. Articulate possible legal issues associated with candidate screenings.

· Select assessment methods to use based on the job being recruited and the budget available.

. Develop the sequence in which methods will be used to screen applicants.

. Explain how technology will impact choice of screening and selection methods.

· Design a final candidate selection process for the position being recruited.

. Describe the method you would use to make your final hiring decision (compensatory, hurdles, weighted, et cetera).

. Determine which candidates meet the basic job requirements.

. Identify the top three candidates to interview for the position.

. Explain your rationale for why the selected candidates should be interviewed.

Additional Requirements

· Times New Roman font, 12 point.

· Double-spaced, typed pages.

 
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