Screening and Selecting Internal Candidates

There have been many guidelines which are given for selecting the employees, before selecting the employee we will give a look to certain things such as purpose of the statement, scope, we need to discriminate the use of procedures selection and the discrimination. We need the impact information, validity of the general standards is need and there are many more. Every company has certain types of strategies that would help the organization in hiring the employees. Such as to know about the reconfiguration, knowing the skills and the capabilities of the candidate and that is required by the organization, who will the activities of the operational be integrated etc.

“Identify which question types relate to the KSAs and required experiences for CapraTek’s position.”

Type 1: Situational interview questions

Have you ever feel lost?

Everyone has some down days but how they work on it is the main point.

Type 2: Semi-Structured Interview Questions

Example: How do you keep up to date on your target market?

“This will show the candidates ability to find and keep up to date with relevant trade.”

“In your last position, how much time did you spend cultivating customer relationships versus hunting for new clients, and why?

This will let you know about their farming and hunting skills.”

What’s your approach to handling customer objections?

This lets you know how they handled objections and how they go about find a solution to the objection

Type 3: Behavioral Interview Questions

Example: “When do you stop pursing a client? This answer will show their knowledge of the company. Each company will have a different approach to this question.

”

How do you keep a smile on your face during a hard day? This question will show how fast they bunch back from a hard day or a hard customer. Keeping a positive look on ones face is what a company needs in a strong sales repetitive. “Current theories of interpersonal perception and social judgment describe our day-to-day impression formation process as one that is normally characterized by fast, automatic, heuristic-based perception processes that persevere because of a lack of effortful cognitive analysis and biased information processing” (Gilbert, 1995).

The company of the Capra Tek is known because of its fast-growing sectors of the manufacturing in the state of America. The company is planning to expand its business and also move to New Jersey and open of plant of manufacturing there also. For this purpose they need more staff that possess the certain qualities and talent that they are looking for in the individual. And this task is being handled by the Human Resources Management team of the company, for this the HR team is also having the practices of recruiting and selecting so that they are able to know about the candidates’ talent that the organization needs for the particular job. The HR team needs to hire train and develop the personnel of the activities that are done on a daily bases by the organization in the plant that is being manufactured in New Jersey.

The process through which the individual has to go through for his selection in the Capra Tek is skillful and also qualitative. The process for hiring the individual cannot be continuous; it has to be periodic in nature and consumes much of the time. This hiring process id adopted for the development of the company. The Capra Tek may their employee updated as the environment of the value is growing fast, and they have to fulfill the requirements of the markets. At first if the purpose of the hiring is done properly the skills will be judged well and also the candidates’ abilities will also be judged well. They want the best employees for their betterment and development of the company. They choose the best candidate as their employees. To choose the three best candidates for the Capra Tek office of the regional scale in the position of the representative. The process is simple and the process id extended too many periods because they need the best candidates. The process includes looking for a candidate that is much committed to his work, having the good skills in the learning and analysis, having certain compatibility for the job, tries to find and hire an intern as they have the experience of the job.

“Explain why the interview questions are appropriate for CapraTek’s position.”

Every question that has been asked has its own value may be some of them are same but each will play a different role and identify an applicant in a different way.

“Explain why interview questions do not request illegal information.”

Asking questions that has solicit information may be included in discrimination law like race, religion, gender etc.

Recruitment Approaches

The process of hiring in the organization is considered to be an important part of the organization or for the business. Human Resources Management is responsible for recruiting. There are different approaches and strategies of the recruitment that help the HR team in the recruiting process. They are; Have a brand for the employer, post for the job that describes the company clearly, the help from social media can be taken, the investment can be done on the tracking system of the applicant, the recruiting of the college can be considered, conduct strong interviews.

Pre-Employment Test

There are many pre-employment tests that are used for the position that is being recruited. The following can be taken as the pre-employed test; test for the knowledge of the test, it helps to measure the knowledge of the candidates’ expertise in the theoretical and technical field. There is test of integrity, test to check the ability of the cognition and personality, emotional intelligence test and to assess the skills there is certain test and to check whether the candidate is physically fit or not the tests are present (10 Methods for Screening Candidates, 2019). These are the types of pre-employed test which are used by the HR team while doing recruitment.

Background Checks

The most important part of hiring a candidate is to hire them with the integrity and the qualification so that they are able to perform the job well. But now a day to select a candidate on the bases of the value of face is difficult. To do effective hiring involves the background checks of the candidates, this is done to get to know about the candidates’ abilities and to know about the performance of the employment. The main purpose of the background research is to evaluate the aptitude, needs and skills that have to be carried out in the job. The background research can include the; qualification of the employment, organization’s protecting, issues of the legal and checks the background.

Screen Applicants

The screening process is the process in the interview in which the process of selecting for the job is done by the employer’s potential, and through the recruitment, and to evaluate the job’s suitability and the place in the organization. The process of the screening involves the questions which are brief, typical and the question-answer session is done in a formal way or manner. The methods used for screening are; resume the screening it is the most important method and commonly used. It is the kick-off the things with the school of technique which is old. Covers the letters, CVs are the most common examples and this is the most common way in which the candidate can easily present himself in front of the interviewer. The system of tracking the applicants, checking the reference, test the skills, projects that are trail and paid, interviews that are conducted on phones.

Final Hiring

At the end of all the interviews session it is the time when the Human Resources Management has to choose a candidate for the job. It may be sometimes a difficult task for them. First they have to shortlist the candidates and then choose one out of them. Not only the HR team has to choose the candidate rather they have to choose the right candidate that has the particular talent and skills to perform certain tasks. While choosing the right candidate they can decide through the three basics techniques or the guidelines that may help them to make the decision easily.

They can be; apply the criteria of the objective hiring process, check the final references, make sure that all the stakeholders you are working with are satisfied and agreed to hire the individual.

Recruitment Tools

Every company has a certain type of department who has to work like the HR department. The task of the technology is to do the recruitment, evaluation performances and payroll and this helps the staff members of the HR to accomplish the task better. Here are certain tools of the technology that are used by the different business for making the workplace a happy place, these tools are; Human Resource Information System, solutions of the performances, software of the recruiting, services of the payroll, platform that manages the benefits, tools for the engaging the employees and finally solution to be choose.

Legal and Regulatory Issues:

To keep the body smooth of the law the legislation of the employment deals with the relationship of the employers and the employees. There are many issues that may come under discussion

They can be; discrimination, working legal of the age, conditions of the working that is safe. Other legal framework may involve the following laws and regulatory; act of the discrimination of sex, directive time of the working, 2008 act of employment, 1970 act of the pay equal, protection of the data, act of the relation of the race, act about the families and work, act of the disability of the discrimination (Olenski, 2016).

Communication

The communication that has to be between the employer and the employee should be meaningful and professional. There are certain rules for communication has it based on the organization. Because it has to be formal and sometimes informal communication, the communication is sometimes between the employer and the employee, and sometimes of the employer or employees to the management. There are also certain strategies for communication in the organization.

References:

6 Essential Tech Tools for Your HR Department. (2018). Retrieved from Business News Daily website: https://www.businessnewsdaily.com/9663-hr-tech-tools.html

10 Methods for Screening Candidates – Which Is The Most Efficient? (2019, September 27). Retrieved from Hundred5 website: https://hundred5.com/blog/screening-candidates

Difference between Recruitment and Selection. (2015). Retrieved from Managementstudyguide.com website: https://www.managementstudyguide.com/difference-between-recruitment-selection.htm

Half, Robert (2018, November 9). Making your final hiring decision, Retrieved from Roberthalf.com.au website: https://www.roberthalf.com.au/management-advice/recruitment-process/hiring-decision

Olenski, S. (2016, August 9). 6 Tips For Hiring The Right Employee. Forbes. Retrieved from https://www.forbes.com/sites/steveolenski/2015/05/15/6-tips-for-hiring-the-right-employee/#44e00b883894

Pre-employment testing: a selection of popular tests | Workable. (2018, April 17). Retrieved from Recruiting Resources: How to Recruit and Hire Better website: https://resources.workable.com/tutorial/pre-employment-tests

Why It’s Important To Conduct Background Checks and How To Do It Legally – The Advance Group. (2011, September 23). Retrieved from The Advance Group website: https://www.theadvancegroupjobs.com/2011/09/23/why-its-important-to-conduct-background-checks-and-how-to-do-it-legally/

Gilbert, D. T. (1995). Attribution and Interpersonal Perception. J. Vanicunas, L. Lynch,

& S. Amerman (Eds.), Advanced Social Psychology (pp. 99-147). New York: McGraw-Hill, Inc.