Screening and Interviewing External Candidates

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.

Introduction

Note: Complete the assessments in this course in the order in which they are presented, beginning with Assessment 1.

Organizations may have differing plans for hiring outside applicants, but they often follow a common pattern when screening those candidates.

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.

Note: Complete the assessments in this course in the order in which they are presented, beginning with Assessment 1.

Preparation

To prepare for this assessment, complete the following:

• Arthur, D. (2012). Recruiting, interviewing, selecting, and orienting new employees (5th ed.). AMACOM.
  • Familiarize yourself with 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. http://dx.doi.org/10.1108/JMH-06-2012-0046
• 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:

• Identify which question types relate to the knowledge, skills, and abilities and required experiences for CapraTek’s position.
• Explain why the interview questions are appropriate for CapraTek’s position.
• Explain why interview questions do not request illegal information.

Note: The requirements listed here generally describe proficient performance for each of the required criteria. To earn full points for each criterion, be sure to review the assessment scoring guide for details on what constitutes distinguished performance.

Competencies Measured

By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

• Competency 1: Describe how hiring practices support an organization’s strategy.
  • Identify which question types relate to the KSAs or required experiences for CapraTek’s position.
• Competency 2: Assess approaches for recruiting, selecting, and retaining talent.
  • Explain why the questions are appropriate for CapraTek’s position.
• Competency 4: Analyze the impact of legal and regulatory issues on staffing management.
  • Explain why interview questions do not request illegal information.
• Competency 5: Communicate in a manner that is scholarly and professional.
  • Design slides that are uncrowded, visually appealing, and easy to read.
  • Communicate in a manner that is appropriate for the intended audience.