Employee Selection Tools
Employee Selection Tools
When selecting a new employee for a supermarket the three possible tools to use would be references, aptitude tests and a criminal background check. From the three tools mentioned the best choice would be a combination of all the tools, references, aptitude tests and criminal back ground check (including drug testing). The reason I have made this choice is because through references you can determine reliability and some insight on personal ethics. The aptitude tests will identify an individual’s ability to learn new processes and adaptability to new situations. Finally a criminal background check is important to help weed out any potential problems with theft, customer interaction and drug related issues. The major problem with this approach would be the reliability of references, because many of the applicants maybe applying for their first job so the responses you get could be biased.
In the selection process for the final project, hiring a Warehouse Shipping Manager, I would use more tools than just the three mentioned in the previous paragraph. I will use a combination personal and business references, employment verification, aptitude, achievement personality tests, and criminal background checks.
Initial Interview Questions: How would you describe yourself?
What makes you qualified for this position?
What are the attributes of a good leader?
What are your long and short range goals?
Where do you see yourself in ten years?
How well do you adapt to new situations you have not encountered before?
What’s one of the hardest decisions you’ve ever had to make?
What do you consider your greatest strengths? Weaknesses?
Why did you choose this career?
Describe how you deal with conflict?
What have you learned from your mistakes?
Why should I hire you?
(Quintessential Careers, 2008)
Multiple hurdle interviews:
For the initial interview with a prospect I would use a one-on-one meeting with a semi-structured format
When selecting a new employee for a supermarket the three possible tools to use would be references, aptitude tests and a criminal background check. From the three tools mentioned the best choice would be a combination of all the tools, references, aptitude tests and criminal back ground check (including drug testing). The reason I have made this choice is because through references you can determine reliability and some insight on personal ethics. The aptitude tests will identify an individual’s ability to learn new processes and adaptability to new situations. Finally a criminal background check is important to help weed out any potential problems with theft, customer interaction and drug related issues. The major problem with this approach would be the reliability of references, because many of the applicants maybe applying for their first job so the responses you get could be biased.
In the selection process for the final project, hiring a Warehouse Shipping Manager, I would use more tools than just the three mentioned in the previous paragraph. I will use a combination personal and business references, employment verification, aptitude, achievement personality tests, and criminal background checks.
Initial Interview Questions: How would you describe yourself?
What makes you qualified for this position?
What are the attributes of a good leader?
What are your long and short range goals?
Where do you see yourself in ten years?
How well do you adapt to new situations you have not encountered before?
What’s one of the hardest decisions you’ve ever had to make?
What do you consider your greatest strengths? Weaknesses?
Why did you choose this career?
Describe how you deal with conflict?
What have you learned from your mistakes?
Why should I hire you?
(Quintessential Careers, 2008)
Multiple hurdle interviews:
For the initial interview with a prospect I would use a one-on-one meeting with a semi-structured format
References: Axia Collage Materials, (2008) Managing Human Recourses, 14e, ch.6 p.278 Quintessential Careers, (2008) Traditional Employment Interview Questions, Retrieved 11/1/08 from, http://www.quintcareers.com/interview_questions.html Sjonberg, T., Pederson, K., Hewitt, A., & etl., (N/A) Sample structured interview questions, Retrieved 11/01/08 from, http://rtc.umn.edu/docs/interview.pdf