Assignment: Screening And Selecting Internal Candidates
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.
o Design a final candidate selection process for the CapraTek position being recruited.
o Identify pre-employment screening tests for a position being recruited.
o Explain the purpose of performing candidate background checks for a position being recruited.
o Explain why and when candidate background checks will be authorized.
o Select assessment methods to use based on the job being recruited and the budget available.
o Develop the sequence in which methods will be used to screen applicants.
o Describe the method chosen to make the final hiring decision.
o Determine which candidates meet the basic job requirements.
o Identify the top three candidates to interview for the position.
o Explain rationale for why the selected candidates should be interviewed.
Competency 3: Explore technology tools that support recruiting and staffing management.
o Explain how technology will impact choice of screening and selection methods.
Competency 4:Analyze the impact of legal and regulatory issues on staffing management.
o Articulate possible legal issues associated with screening candidates.
Competency 5: Communicate in a manner that is scholarly and professional.
o 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?
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.
o Identify pre-employment screening tests for the position being recruited.
o Articulate possible legal issues associated with candidate screenings.
Select assessment methods to use based on the job being recruited and the budget available.
o Develop the sequence in which methods will be used to screen applicants.
o Explain how technology will impact choice of screening and selection methods.
Design a final candidate selection process for the position being recruited.
o Describe the method you would use to make your final hiring decision (compensatory, hurdles, weighted, et cetera).
o Determine which candidates meet the basic job requirements.
o Identify the top three candidates to interview for the position.
o Explain your rationale for why the selected candidates should be interviewed.
Format your assignment according to the following formatting requirements:
1. The answer should be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides.
2. The response also includes a cover page containing the title of the assignment, the student's name, the course title, and the date. The cover page is not included in the required page length.
3. Also include a reference page. The Citations and references should follow APA format. The reference page is not included in the required page length.
Attachment:- Overview.rar