Screening and Interviewing External Candidates (5 - BILBO) - 79918

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Description

In a 13-slide presentation deck, develop a variety of interview questions based on the KSAs and required experience for CapraTek's regional sales representative positions.

The most common applicant screening process looks something like this:

* Review of resumes/applications for basic qualifications.
* A phone interview (generally with HR).
* A screening interview with HR that may involve some initial testing, reference checking, or background screening.
* A department interview with more in-depth testing and background checking.
* Additional interviews with other stakeholders.
* A decision process.
* Offer made to selected candidate.

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.

* Based on your own employment experiences, what seems to be the best way to screen applicants so that only qualified applicants are actually invited to be interviewed in person?
* Are background checks and reference checks good business practices? Are they legal?
* Consider an ineffective employment interview that you, a family member, or a coworker experienced. What could the interviewer have done differently to make the interview effective?

Preparation

To prepare for this assessment, complete the following:

* Familiarize yourself with Chapters 5–14 of Arthur's Recruiting, Interviewing, Selecting, and Orienting New Employees e-book, linked in the Resources.
* Read Baur, Buckley, Bagdasarov, and Dharmasiri's 2014 article, "A Historical Approach to Realistic Job Previews: An Exploration Into Their Origins, Evolution, and Recommendations for the Future," in Journal of Management History, volume 20, issue 2, pages 200–223. This article is linked in the Resources.
* Read the scenario below.

Scenario

In Assessment 4, you developed a job analysis for CapraTek's regional sales representative positions. Based on that job analysis, you will interview candidates. Before you can do so, you must develop interview questions based on the required knowledge, skills, and abilities (KSAs) and required experience for the CapraTek position.

Requirements

As a member of CapraTek's human resources team, you believe the best way to develop the interview plan and select the best candidate is to include a variety of question types. Create a PowerPoint presentation deck containing the following elements, one question per slide. Ensure that your slides are uncrowded, visually appealing, and easy to read.

4 structured interview questions.
3 semi-structured interview questions.
2 behavioral interview questions.
2 situational interview questions.

In addition, include the following:

* Explain why the questions are appropriate for CapraTek's position and do not request illegal information. Place your explanation in the slides' notes area.
* Describe which question type(s) relates to the KSAs or required experience for CapraTek's position.
* Include a title slide and (if needed) a resources slide.

Resources

* Arthur, D. (2012). Recruiting, interviewing, selecting, and orienting new employees (5th ed.). New York, NY: AMACOM.
Chapters 5–14.
* Baur, J. E., Buckley, M. R., Bagdasarov, Z., & Dharmasiri, A. S. (2014). A historical approach to realistic job previews: An exploration into their origins, evolution, and recommendations for the future. Journal of Management History, 20(2), 200–223. doi:http://dx.doi.org/10.1108/JMH-06-2012-0046

1 Solution for Screening and Interviewing External Candidates (5 - BILBO)
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Screening and Interviewing External Candidates
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