HR Recruiting and Candidate Selection

Part A, B & C

 

 

 

 

 

 

 

 

 

 

 

HR Recruiting and Candidate Selection

 

 

Name:

Institutional affiliation:

Instructor:

Date:

 

 

 

 

HR Recruiting and Candidate Selection

Part A: assessment tests

General cognitive ability test

Cognitive ability test would be used to measure the general mental ability and capacity that is greatly related to sales and marketing. Candidates will be required to go through aptitude test that will be designed to measure verbal, logical as well as numerical reasoning. The sales aptitude test will not only examine the candidate’s cognitive ability but also personality and motivation. They will also be interviewed by a team of managers including the Human Resource Manager. Undoubtedly, a cognitive ability test is a more accurate, reliable and objective method of assessing candidates (Huffcutt, 1996). Further, cognitive ability test can be administered in a group setting, something that reduces the cost of hiring. The limitation of this approach is the differences in male and female abilities and this might have a negative impact on scores.

Personality tests

Disc Test

DISC is a well-known assessment method which measures the personality as well as the behavioural style of a candidate, a potential employee or any individual. DISC stands for Dominance, Influence, Steadiness and Conscientiousness (Marklund & Larsson, 2008). Although no personality is inherently suggestive of achievement in sales, the DISC test helps determine whether a sales representative would be fit for a sales representative position. DISC for sales measures selling style, Presentation, sales process among others. With this approach, the Human resource manager can manage sales representatives with different personality types.  There are various shortcomings associated with this method, for instance, forced-choice questioning and possibility of cheating. However, it would be useful in assessing the behaviour of candidates.

The Myers-Briggs Type Indicator

This test tries to sort candidates based on four parameters including introvert/extrovert, intuitive/sensing, perceptive/judgmental and rational/emotional. The test would be used to determine whether an individual is an introvert or an extrovert (Quenk, 2009). Extroverts tend to be better salespeople. However, this does not mean that introverts cannot be good representatives. Some strategic introverts can exhibit excellent social skills if given an opportunity. This test will be used to examine candidates who exhibit strong social and interpersonal skills. Although, it requires adequate time, money and sometimes the results might be unreliable (Ones, 2007).

Resume screening and trial projects

Resume screening involves going through or examining a candidate’s resume to determine whether he or she is suitable for the job. This is not the best approach to determining the right people but are key elements that indicate an individual’s skills and abilities including working experience. Resume ought to contain information relevant to the job and must be organized and readable. Despite being regarded as not being the best method, resume screening is the most thorough approach of examining candidates. But then, it is a time-consuming method. Candidate’s resumes will be used as a basis for shortlisting candidates.

Emotional intelligence test

Emotional intelligence involves how well a candidate can build relationships understand and manage emotions (their own and other people’s emotions). Such abilities are critical in sales and marketing and hence all candidates would be required to go through this test. This test allows managers to identify and choose candidate s who can build strong relationships with customers and help the company increase customer’s base. But then, it cannot effectively examine the qualifications of a salesperson in terms of education level, experience and abilities.

Part C: Interview question

What kind of individuals do you like interacting and working with?

What challenges or difficulties do you experience when getting along with other people?

How do your friends describe you?

Where do you intent to live while working?

Where do you live currently? Do you think your location will limit you from carrying out sales duties effectively?

Do you have a family….if yes, where are the family members residing currently?

What are your hobbies?

Part C: Proposal

Potential candidates ought to be aware of vacancy, the organization and other related details so that they apply for the position. For this to happen, the organization through the human resource department will create and expedite sales representative job advertisement. The Job advert will be design in way that will effectively inform and persuade candidates to make applications. A total of $9,000 will be spend on advertisement. Four approaches to advertisement will be employed including online channels (internet and social media), Directories, Magazines as well as Direct mails, catalogues and leaflets.

Online channels (internet and social media) or social networking sites

            The internet or online channel is increasingly becoming a cost effective way of increasing awareness regarding various issues including job vacancies in organizations. Hence, Internet and social media platforms will be used for advertisement of the sales representative job vacancy. Job advert will made through the company’s social media platform and website. Different recruiting companies will engaged in advertisement process (Oikarinen & Söderlund, 2016). To be specific, the job advert will also be made through these companies. With Website and social media, Human resource manager will access a large pool of qualified and suitable candidates who can be considered for interviews and other recruitment processes.

Magazines and newspaper

            Adverts will be made on organization magazine and newspaper. All details regarding the job will be provided on these media channels to inform those who like reading magazines and newspapers. Magazines will be useful especially to potential candidates and interest group like marketing professionals. However, the organization will require to allocate relatively higher advertising cost for these channels.

Direct mails

            Direct mail will involve writing to other employees and potential candidates informing them about the position. This is a more direct method of advertising and could be used to notify other workers within the organization regarding the position.

Targeted online jobsites and referrals.

            The job advert will be made through different jobsites. The sites will allow human resource manager to receive many resumes and select a few that meet the required standards. Referrals will also be considered during recruitment process. Testimonials as well as networking will be valuable approaches in determining suitable candidates.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

References

Huffcutt, A. I., Roth, P. L., & McDaniel, M. A. (1996). A meta-analytic investigation of   cognitive ability in employment interview evaluations: Moderating characteristics and implications for incremental validity. Journal of Applied Psychology, 81(5), 459.

Marklund, P., & Larsson, R. (2008). Wet clutch friction characteristics obtained from simplified pin on disc test. Tribology International, 41(9-10), 824-830.

Oikarinen, E. L., & Söderlund, M. (2016). The effects of humour in online recruitment             advertising. Australasian Marketing Journal (AMJ), 24(3), 180-186.

Ones, D. S., Dilchert, S., Viswesvaran, C., & Judge, T. A. (2007). In support of personality          assessment in organizational settings. Personnel psychology, 60(4), 995-1027.

Quenk, N. L. (2009). Essentials of Myers-Briggs type indicator assessment (Vol. 66). John           Wiley & Sons.

HR Recruiting and Candidate Selection

 

 

Outside Sales Position

 

This activity is comprised of three (3) parts.  Your Activity responses should be both grammatically and mechanically correct and formatted in the same fashion as the Activity itself.  If there is a Part A, your response should identify a Part A, etc.  In addition, you must appropriately cite all resources used in your response and document them in a bibliography using APA style. (A 3-page response is required for the combination of Parts A, B, and C.)

Part A        You are in the recruiting department of a large national wholesale distributor of widgets.  Examine the following job description for an outside salesperson to sell widgets to truckers in Alabama.  Describe four (4) assessments/tests you would select to screen candidates for this particular position, including the pros and cons of each.

 

Job Title: Outside Sales

Job Purpose Statement: The purpose of the outside salesperson is to solicit, at regular intervals, business for the company on an assigned group of established customers at their place of business.  To perform this job adequately, the salesperson must stay abreast of information pertaining to product lines, competitive prices, and trends of increase.

Reporting Relationships: The outside salesperson reports to a local branch manager.

Job Specifications:  The outside salesperson is required to seek out new potential customers within the territory as well as maintain the existing customers.  The salesperson should also promote good customer relations and build the confidence of these customers.

Educational Requirements:  Knowledge of branch product lines and bachelor’s degree or equivalent.

Working Conditions:  The outside salesperson alternates between a normal office environment where the employee is required to use a computer terminal, and traveling in a car to and from customer locations and in truck stops.

Job Descriptions are intended to describe the general nature and level of work being performed by people assigned to this job.  They are not intended to be an exhaustive list of all responsibilities, duties, and skills required of personnel so classified.

 

 

Part B       You receive the following memo from your “politically incorrect” boss.  While you do not expect him to stay with the company very long, he does make a couple of good points in the memo, if you can focus on them despite his personal bias.  Write two (2) effective, legal, behavioral questions that might be used in a job interview to address his legitimate concerns and explain how you made the question legal.

 

MEMO

To:                 Joe Recruiter

From:             The Boss

Re:                 Outside Sales Position

I want to make sure that we get the right guy in this position.  You know the last one was really too wimpy to get in the customer’s face and ask for the sale.  We need someone who is comfortable taking a guy out for a beer every now and then.  The last salesman also kept complaining about being away from his kids.  We can’t have salesmen hanging around the daycare when they need to be out selling widgets to truckers.  Let’s get the right man for the job, this time.

Also, we don’t have funds for relocation.  Candidates must be local!

 

Part C        Write a proposal that describes how and where you would advertise this position.  Use at least four (4) different advertising methods.  Your advertising budget is very small.

 

 

 

Grading Rubric

 

Please refer to the rubric on the following page for the grading criteria for this assignment.