Description
Peer Responses
LARRY BASSETT
26 Mar 202326 Mar at 15:17
As an HR advisor to a manager, I would develop a fair and effective candidate selection process. The selection process will include ambitious and attractive job advertisements, recruitment, application review, and interview. The job advertisements will focus on the work environment, why it is great to work at our organization, the salary, and benefits. Recruitment is essential in evaluating and vetting talent to submit applications. The application review will be pertinent in looking at resumes. This portion of the selection process will elucidate experience and education. Interviews will be structured and geared toward the job. We will focus on experience, self-reflection, and behavioral questions to gain essential information about the candidate (GreggU, n.d.).
Legal considerations that we will keep in mind during the process are to ensure that we support all elements of the Equal Employment Opportunity Commission, which will be reiterated in our job advertisements. Additionally, we will not discriminate against anyone and will abide by the Civil Rights Act of 1964. We will also ensure that our interview process will be completed job-related to avoid any issues. Lastly, we will pursue diversity and ensure that we abide by the four-fifths rule for hiring underrepresented groups (U.S. Equal Employment Opportunity Commission, n.d.).
Next, I will recommend three effective screening and assessment measures. Our selection tests will be intended to measure reliability and validity. Questions will be developed related to the occupation that will help give our employer insight into a candidate’s reliability. Second, we will require references from our candidates. References will help our organization verify their resume. Moreover, references will allow us to identify the candidate’s suitability for the occupation. References will help us gain more insight into the candidate. A background check will be initiated to gain more information and insight into the candidate. We will ensure that we abide by federal laws in accordance with the Fair Credit Reporting Act and state laws. We will require the candidates’ written consent to conduct our occupational background check (GreggU, n.d.).
These effective screening and assessment measures will help our organization gain crucial information on candidates to verify their viability for the open position. The costs are low but may pose small fees in developing questions. These questions in a selection test will be reviewed thoroughly by attorneys to avoid any violations of federal and state laws. This process may be costly but will protect our organization from litigation. Lastly, background checks may pose small fees, but nothing significant.
References
GreggU. (n.d.). HR Basics: Selection. [Video]. YouTube.
U.S. Equal Employment Opportunity Commission. (n.d.). Laws and Guidance.Collapse Sub discussionOMAR SHAREEF DAVIS
OMAR SHAREEF DAVIS
27 Mar 202327 Mar at 10:19
Hello,
As the HR advisor, I would ensure the candidate selection process is a reflection of the values of the company. The core focus, as stated on the video big think with the horrible, yet fair Marine analogy, the aspect of taking pride and ownership within the organization should, in a sense, help the selection process to cultivate a culture of like minded people (Big Think, 2020) This is because, as also stated, anyone can be good at an interview. Having a passion for an interview doesn’t equate passion for the job (Big think, 2020). With like mindedness within the selection process, it’s easy to have bias. This is because, it’s quite normal to want someone to look, think, or even dress like you (Cohen, T. 2019). It’s important to eliminate as much bias as possible. As I stated in previous discussions, the blind hiring process is an effective tool to reduce bias (Bisbee, et al., 2019). Selection is important. It’s all about hiring the right person at the right time, while using the selection process of job post, recruiting, app review and interviews (GreggU. n.d). The best way this is done is being consistent with patterned interviews, and evaluations in order to grade prospects appropriately.
Legally we will focus on having a diverse organization and maintain the culture. No applicant will be discriminated on based on race, gender, sexual preference, national origin, ethnicity age or disability. We will ensure that we are within regulatory guidance based on the size of our organization, and have appropriate Americans with Disability Act.
The assessment measures I would use would be selection test both for characteristic and consistency to test reliability as well as a validity test in order to show overall aptitude for job relatedness (GreggU n.d). In addition to this, conducting reference check will allow external factors to provide insight and skills on prospects. I would also conduct a cognitive functions test as well in order to assess problem solving and ability to process new information (Indeed, 2021) as applicable.
Big Think (2020, January 3). Hiring hack: How to better evaluate your candidates
Bisbee, B., & Wisniewski, K. (2019). The unashamed guide to virtual management: Virtual workforce, virtual teams, virtual meetings Links to an external site.Links to an external site.Links to an external site.. Virtual Office Romances. Association for Talent Development.
Cohen, T. (2019). How to leverage artificial intelligence to meet your diversity goalsLinks to an external site.
GreggU. (n.d.). HR Basics: Selection
Indeed Editorial Team. (2021, August 5). Seventeen effective employee selection methods to consider.
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