Screening and Selecting Internal Candidates

Write a 5-6 page report describing the process you used to select the best three candidates 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.

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.

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.

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.
  • Read Chapter 15.
• Use this interactive media piece to analyze and apply initial screening methods for selecting candidates at CapraTek:
  • Candidate Selection.
• Read the scenario below.

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 (found under Multimedia, above) 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.
  • Identify pre-employment screening tests for the position being recruited.
  • Articulate possible legal issues associated with screening candidates.
• Select assessment methods to use based on the job being recruited and the budget available.
  • Develop the sequence in which methods will be used to screen applicants.
  • Explain how technology will impact choice of screening and selection methods.
• Design a final candidate selection process for the position being recruited.
  • Describe the method chosen to make the final hiring decision.
  • Determine which candidates meet the basic job requirements.
  • Identify the top three candidates to interview for the position.
  • Explain your rationale for why the selected candidates should be interviewed.

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.

Additional Requirements

• Times New Roman font, 12 pt. double-spaced.

Competencies Measured

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.
  • Design a final candidate selection process for the CapraTek position being recruited.
  • Identify pre-employment screening tests for a position being recruited.
  • Explain the purpose of performing candidate background checks for a position being recruited.
  • Explain why and when candidate background checks will be authorized.
  • Select assessment methods to use based on the job being recruited and the budget available.
  • Develop the sequence in which methods will be used to screen applicants.
  • Describe the method chosen to make the final hiring decision.
  • Determine which candidates meet the basic job requirements.
  • Identify the top three candidates to interview for the position.
  • Explain rationale for why the selected candidates should be interviewed.
• Competency 3: Explore technology tools that support recruiting and staffing management.
  • Explain how technology will impact choice of screening and selection methods.
• Competency 4:Analyze the impact of legal and regulatory issues on staffing management.
  • Articulate possible legal issues associated with screening candidates.
• Competency 5: Communicate in a manner that is scholarly and professional.
  • Communicate in a professional manner that is appropriate for the intended audience.