Selection_Tools

The three selection tools that I would consider using for a hiring program at a supermarket are the application forms, and the interview process including a background and a drug test. I think all of these tools would be useful in the selection process. I think some of the best ways to select a person for a job is to combine several different methods. This can include several different types of interviewing methods and different types of personality tests. Personality tests are also a good way to get a little deeper into the persons mind and how they might react to different situations. This can really give the employer a good idea of how to select the right candidate for the job. The application provides a way for the employer to get some basic information from the person applying. They also provide information for deciding whether an applicant meets the minimum requirements for experience, education, and help to get brief information about the applicant’s references, and background. (Managing Human Resources, 14e, Bohlander/Snell - © 2007 Thomson South-Western) The application is a great way to weed out some of the applicants that may not have the minimum amount of education or other requirements needed for the job. Applications seem to be a better way to get some basic information before the applicant has a chance to falsify a resume. This is where a background check can come in and be very useful. If an applicant lies about certain things on a resume, it is surely to come out in a background check or even during the interview. It is also important to do background checks to make sure you’re not hiring a criminal with felonies. Sometimes this can be considered a type of discrimination because there are many people who have had problems but they need to find a way to fix them, and how do you do that without a job' This is where references and a combination of nondirective and structured interviews would help in making a selection. References can be helpful if a person has had problems in the past and are now trying to fix what they had done. Most employers ask for references to get a better idea of an applicant’s personality. I think it is important to have at least one drug test that goes along with the application and interviews, especially in a large company such as a supermarket. There are usually many employees involved in a company like this and it can be hard to recognize certain things about people. It is important to cover yourself as an employer when you have that many employees. Drug tests can become expensive and are usually unnecessary since it seems to be alcohol that interferes with jobs and their duties. Once you get through the first initial interview and drug test process I don’t think employees should be required to have them unless they show signs of drug abuse or are involved in an accident. Interviewing is a big part of the selection process, and I think there are several different methods that all prove to be useful. I have had some experience with several types and I think I like the style of the nondirective interview, because that gives the applicant the opportunity to discuss and talk about the job, which makes it seem more like a one on one conversation. It allows the applicant comfort ability and gives them the freedom to determine the course that the conversation may take. I also really like the structured and the panel interview. The panel interview allows for more diversity among interviewers. This is good because some people just naturally don’t “click” but there may be nothing wrong with the applicant’s skills or ability to do the job. The panel interview allows them to have a chance if one interviewer doesn’t see things quite the way the applicant does. If I were to open the business that I want or if I was manager of a supermarket, I would try to find a way to combine the nondirective but with a little structure and some situational in a panel type style, since I agree with how they all work. I know technology is the big thing now a days but I have to say that I disagree with computer and video interviewing. I just don’t believe that you can truly judge a person or make a confident selection by depending on a machine. If an applicant was applying for a job at the supermarket they don’t need to have great typing skills, or maybe they are a little slower at reading or responding to answers. That just doesn’t seem fair to me and I don’t think I would ever implement that into my systems as an interviewing process. I would use these tools and methods for hiring at my company but it would be a lot smaller scale. My business would be very small so I could easily go through all the processes and have a good idea of who would be a good candidate for the job. I don’t think I would have to start out with a drug test or even a background test, because my town is so small and I already know just about everybody and what they do. These are some interview questions that I might use in the selection process of a small coffee/ice cream house. • Can you tell me a little about yourself' • How would you describe your work style' • How do you handle disputes among yourself and co-workers' • Do you get along well with others' • Can you provide an example of your ability to apply good judgment in a challenging situation' • Do you have experience in working as a team' • Do you think there advantages or disadvantages to working as a team' • Can you give me an example of something you have learned that was difficult' • What would you do if you found out one of your co-workers was doing something dishonest' • Do you think you have good communication skills' • What are your plans for personal development and self-improvement' • Why do you think you are fit for this position' • In your opinion, what is the difference between a vision and a mission' • How would people that know you the best describe you' • What accomplishments in your life are you most proud of' • What do you see yourself doing in five years' For my business I would use a variety of interview methods. I think I could do this easily because of the location of the business. I live in a small town and everybody is real laid back and easy going. This would make the selection process easy. I really like the nondirective interviewing method because it gives the applicant a chance to express themselves how they normally do. I think that it is important to let them know that it is okay to act as they normally would instead of trying to overly impress the employer just to get the job. I do think first impressions stick with you, so they should at least look nice and be presentable, but I would much rather meet have some feel comfortable in my presence. I also like the way some of the questions are asked in the structured interview, and I think it is important to get as much information as possible from the applicant. It’s really hard for me to decide on which interview process I would use because I think there could be a way to implement most of them in some way. I like how the situational method asks hypothetical questions and asks the applicant to respond to that. The behavioral description method is a way to see how the applicant has responded to incidents in the past. That would give you an idea of a real situation and what you might expect from that employee. Like I had mentioned before, the panel method is also a great way to get different opinions about a certain applicant. I would try to use some part of the above mentioned interviewing methods in my selection process. First I would ask for an application to be filled out and if they had a resume I would look at that. In my case I don’t need to go to extremes to make a selection. I would most likely have an interview where I ask some of the basic questions while allowing them to describe what they want how they want. It be a combination of nondirective and structured interviewing. I like to talk, so I think a formal conversation regarding the position and like positions they have had in the past would loosen up the applicant so they felt comfortable talking to me.