Use concrete examples and scoring keys to highlight specific employee

1) Use concrete examples and scoring keys to highlight specific employee selection methods.
2)  Create a formal assessment plan linking your assessment methods to the assessed characteristics.
3) Develop an internal assessment strategy for evaluating internal employees for your chosen position. 

What to do:

Create a short PowerPoint regarding all three questions using the material from the attached file.

Company Name: Target

Position: Human Resource Expert​

  • MajorProjectInstructions20241.docx

  • 4Measurement.ppt

  • 3SourcingIssues.pptx

  • 4Assessment.pptx

  • 4Interviewing.pptx

Instructions for Group Project

The intent of this project is for individuals to work in groups of three. You may request to work individually, but this project is a considerable amount of work for one person.

Select a company noted for its diversity: Forbes List Of Diverse Companies.

The major objective of this assignment is to enable you to demonstrate what you have learned in this seminar about the design and implementation of a recruitment and selection program. Be sure I approve the company and the position before you begin.

 The project is to be disseminated in presentation form. This is to say that your deliverable will be a PowerPoint presentation and not a Word or similar text document.

 You are targeting the company’s executive management team. You will have one hour to make your presentation to the executive team. Your job is to persuade them that your recommendations will lead to a positive return on investment (ROI) for the firm and better enable it to execute its business strategy. Assume that the executive management team does not have a working knowledge of staffing terminology. As a result, you need to write your report so that a layperson can easily understand what you are communicating.

 It should cover the following:

· Long-term and short-term process and outcome goals.

· Develop a job or competency analysis on the job as it exists now and as it will look in the near future.

· Describe the position’s relevant labor market(s) and forecast the future labor supply.

· Develop a sourcing plan for the position you have chosen.

· Recommend alternative recruiting strategies, methods, target applicants, appropriate recruiters, the training recruiters should receive, and how they should be rewarded and evaluated.

· Devise a series of assessment methods (interviews, assessment centers, work samples, and so forth) for evaluating job candidates. Include a list of at least ten structured and semi-structured interview questions.

· Use concrete examples and scoring keys to highlight specific employee selection methods.

· Create a formal assessment plan linking your assessment methods to the assessed characteristics.

· Develop an internal assessment strategy for evaluating internal employees for your chosen position.

· Identify how your decision-making plan will enable the company to comply with EEO and other legal requirements.

· Develop an orientation/socialization plan for the person hired for your chosen position.

· Propose an evaluation system to assess the effectiveness of your recruiting and selection suggestions.

It would be best to organize the PowerPoint presentations according to the 12 points listed above. The content will account for 80% of the grade. You are expected to use content from my lectures and other sources and wholly and explicitly cite the source.

Graphs and charts will enhance your presentation. Be sure to follow the standards for excellent PowerPoint presentations posted on D2L. Graphs and charts will count for 10% of the project’s grade.

Please provide at least 10 complete, recent references. A URL not a complete reference for a web page. References will count for 10% of the grade. Your textbook may be one of them. All of what is required is covered in the text.

,[removed],

Issues Relating to the Sourcing of Candidates

1

Recruitment Trends 2023

Source: https://www.uschamber.com/co/run/human-resources/top-hiring-trends-hybrid-working/

2

3

https://financesonline.com/recruitment-trends/

4

Role of Soft Skills in Hiring and Firing Decisions

https://financesonline.com/recruitment-trends/

State of Candidate Experience 2021

5

https://sba.thehartford.com/managing-employees/hiring/finding-new-employees/

6

7

https://www.jobylon.com/blog/how-ai-is-transforming-the-world-of-recruitment

media1.m4a

image1.png

image2.png

media2.m4a

image3.png

media3.m4a

image4.png

media4.m4a

image5.png

media5.m4a

image6.png

media6.m4a

image7.png

media7.m4a

image8.png

,

Assessment—Legalities and Efficacies

1

Concept of Fit

Type of Fit Possible Dimensions of Fit
Person-Job Fit: the potential of an individual to meet the needs of a particular job and the potential of the job to meet the needs of the individual Intelligence Job-related skills and competencies Job knowledge Previous experience Personality related to performing job tasks
Person-Group Fit: the match between individuals and their work groups, including their supervisors Teamwork skills Expertise relative to other team members Conflict management style Preference for team-based work Communication skills Personality related to working well with others
Person-Organization Fit: the fit between an individual’s values, beliefs, and personality and the values, norms, and culture of the organization Alignment between one’s personal motivations and the organization’s purpose Values Goals
Person-Vocation Fit: the fit between an individual’s interests, abilities, values, and personality and his or her occupation Aptitudes Interests Personal values Long-term goals

2

Legalities

3

EEOC Guidelines on Testing

4

https://www.eeoc.gov/laws/guidance/employment-tests-and-selection-procedures

Excellent Overview of the Legalities of Employment Testing

5

https://www.employment-testing.com/legality.htm

https://www.yourdictionary.com/articles/efficacy-efficiency-difference

6

7

Directory of Reviews OFAssessments In Library Databases

Directory of Assessments Reviews Example

8

9

Vendors of Assessments

https://vendordirectory.shrm.org/category/training-development/assessments

Evaluating an Assessment Method’s Effectiveness (1 of 2)

Validity—whether the assessment method predicts relevant components of job performance

Return on investment—whether the assessment method generates a financial return that exceeds the cost associated with using it

Applicant reactions—including the perceived job relatedness and fairness of the assessment method; perceiving sufficient opportunity to perform, or believing that one had an adequate opportunity to demonstrate one’s ability to do the job, influences perceptions of the fairness of the selection process, particularly if the person is rejected for the job

10

10

Evaluating an Assessment Method’s Effectiveness (2 of 2)

Selection ratio—having a low selection ratio means hiring only a few applicants, which allows an assessment method to have maximum impact in improving the performance of the people hired

Usability—people in the organization must be willing and able to use the method consistently and correctly

Adverse impact—an assessment method is more effective if it predicts job performance and other important hiring outcomes without discriminating against members of a protected class

11

11

Comparison of Commonly Used Assessment Methods

12

media1.m4a

image1.png

image2.png

media2.m4a

media3.m4a

image3.png

media4.m4a

image4.png

media5.m4a

image5.png

media6.m4a

image6.png

media7.m4a

image7.png

media8.m4a

image8.png

media9.m4a

image9.png

media10.m4a

image10.png

media11.m4a

image11.png

media12.m4a

image12.png

,

Interviewing

1

From the Candidate’s Perspective

https://www.themuse.com/advice/interview-questions-and-answers

2

From the Candidate’s Perspective

The Top 10 Job Interview Questions Video

3

From the Candidate’s Perspective

4

How to Answer Tough Job Interview Questions Expert Insights, Tips and Tools to Sell Yourself

Be sure to link to this site and fully review all suggestions..

4

YouTube Videos

You may encounter non relevant ads using these links:

https://www.youtube.com/hashtag/interviewquestionsandanswers

5

STAR Approach to Answering Behavioral Questions

6

Recruiter’s Perspective: Behavioral Interviewing Techniques

https://eddy.com/hr-encyclopedia/behavioral-interviewing/

7

Recruiter’s Perspective: Red Flags in Candidate Answers

8

Hey recruiters, what are your biggest interview red flags?
byu/Eli_franklin inrecruiting

Resources

https://www.myperfectresume.com/career-center/interviews/prep/guide-to-interviews

9

9

Video Interviewing

You can review the almost 200 video interviewing software options:

https://www.capterra.com/video-interviewing-software/

You can also experience Big Interview from the Career Center:

https://resources.depaul.edu/career-center/resumes-interviews/interviews/Pages/default.aspx

10

Other Links

Links from Google search

https://www.indeed.com/career-advice/interviewing/list-of-example-weaknesses-for-interviewing

11

media1.m4a

image1.png

image2.png

media2.m4a

image3.png

media3.m4a

image4.png

media4.m4a

image5.png

media5.m4a

image6.png

media6.m4a

image7.png

media7.m4a

image8.png

media8.m4a

image9.png

media9.m4a

image10.png

media10.m4a

media11.m4a

QUALITY: 100% ORIGINAL PAPER NO ChatGPT.NO PLAGIARISMCUSTOM PAPER

Best Custom Essay Writing Services

Looking for unparalleled custom paper writing services? Our team of experienced professionals at AcademicWritersBay.com is here to provide you with top-notch assistance that caters to your unique needs.

We understand the importance of producing original, high-quality papers that reflect your personal voice and meet the rigorous standards of academia. That’s why we assure you that our work is completely plagiarism-free—we craft bespoke solutions tailored exclusively for you.

Why Choose AcademicWritersBay.com?

  • Our papers are 100% original, custom-written from scratch.
  • We’re here to support you around the clock, any day of the year.
  • You’ll find our prices competitive and reasonable.
  • We handle papers across all subjects, regardless of urgency or difficulty.
  • Need a paper urgently? We can deliver within 6 hours!
  • Relax with our on-time delivery commitment.
  • We offer money-back and privacy guarantees to ensure your satisfaction and confidentiality.
  • Benefit from unlimited amendments upon request to get the paper you envisioned.
  • We pledge our dedication to meeting your expectations and achieving the grade you deserve.

Our Process: Getting started with us is as simple as can be. Here’s how to do it:

  • Click on the “Place Your Order” tab at the top or the “Order Now” button at the bottom. You’ll be directed to our order form.
  • Provide the specifics of your paper in the “PAPER DETAILS” section.
  • Select your academic level, the deadline, and the required number of pages.
  • Click on “CREATE ACCOUNT & SIGN IN” to provide your registration details, then “PROCEED TO CHECKOUT.”
  • Follow the simple payment instructions and soon, our writers will be hard at work on your paper.

AcademicWritersBay.com is dedicated to expediting the writing process without compromising on quality. Our roster of writers boasts individuals with advanced degrees—Masters and PhDs—in a myriad of disciplines, ensuring that no matter the complexity or field of your assignment, we have the expertise to tackle it with finesse. Our quick turnover doesn’t mean rushed work; it means efficiency and priority handling, ensuring your deadlines are met with the excellence your academics demand.

ORDER NOW and experience the difference with AcademicWritersBay.com, where excellence meets timely delivery.

NO PLAGIARISM
error: Content is protected !!