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Running Head: NECESSARY ACTIVITIES

Necessary Activities in the Hiring Process: Assignment 3


Keith C. Quarles
EDU618: Assessment of Learning Outcomes with Technology (MJH1509A
Professor Rebecca Wardlow
3-16-2015

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Necessary Activities in the Hiring Process


The process of hiring can include, recruiting, interviewing, data manipulations and
collaborative efforts from staff on decision-making and communicating the process to managers,
recruiters and even prospective employees. At this stage of the creation of a hiring process
(week three of six) activities/tasks must be scheduled and organized in order to complete the
process according to the model presented in week one of the process modeling. As a transition
from week two in which the inputs/resources, week three is devoted to outlining and describing
activities that are eminently conducive to the process of hiring new employees at Fed Ex
Ground; Inc. Any assumptions/assertions by the author presented in the description of the
activities involved in the hiring process will be supported by citation and reference. The table
below lists the anticipated activities that need to be accomplished in order to holistically
implement the hiring process.
Proposed Activities in the Hiring Process
Activity
Recruiting/Sourcing
Interviewing
Screening/Testing
Data Collection, Storage Retrieval
Collaboration/Communication

Recruiting/Sourcing
Recruiting or sources may be interchangeable terms depending on the companys jargon
but both require soliciting of applicants. Some companys specify positions for Recruiters
whose only job is to seek candidates for employment others empower managers or department

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heads to chose candidates. At any rate, the recruitment stage of the hiring process is where the
process initiates contact between employers and potential candidates for an open position. .
According to Healthfield (2015),
Through your recruiting efforts, you've developed a pool of candidates. People are
applying for your open job. Whether you have developed a candidate pool in advance of
the job opening or you are searching from scratch, the development of a qualified pool of
candidates is crucial. (p.1)
During the hiring process developed for this project recruiting is accomplished through
newspaper, magazine, and online job sites which are targeted at markets of potential candidates
within the workforce. Collaboration on which advertising media to employ is open to input
from HR staff and department managers. The recruitment process is a continuous process which
must be adapted to meet external/internal changes/needs in the workforce/company. Healthfield
(2015) states, hold a recruiting planning meeting with the recruiter, the HR leader, the hiring
manager, and, potentially, a coworker or internal customer (p.1) Thus, in line with the aforequoted notion; two heads are better than one is a clich that holds true in deciding how to
recruit candidates and from what source.
Interviewing
Meeting face-to-face with candidates is critical to getting to the person in addition to the
skills one may possess that qualifies on for the position. Thus, interviewing is of a high priority
on the list of activities in the hiring process.
.According Kat Kadian-Baumeyer ( 2015).

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Although testing provided Mr. Pugsley with a good idea of whether the candidates would
be right for the job, the face-to-face interview will tell him more about the candidate, like
personal hygiene, timeliness and manners. Once the interviews have been completed,
candidates will be selected on the basis of the results of the testing and the interview.
(p.1)
The model being described/evaluated for this project include a two-tier interview process which
are timed to be executed after an assessment of applicants skills and qualifications have been
screened/tested recruiter and department manager.
Screening/Testing
Screening may be as simple as math aptitude test or as complex as some psychological
evaluations of potential candidates. Test may be designed to simulate work conditions or gather
qualitative/quantitative on each applicant for review and comparison. According to Quast
(2012,)
How do you ensure someone has the skills they say they do? Test them. These can be
written tests, role-plays, or simulations such as asking a PR candidate to write a press
release for a make-believe product or asking a marketing candidate to explain the key
components in a marketing plan. These tests dont need to be elaborate, but they do need
to be able to differentiate the candidates who have the necessary skills from those who
dont. (p.1)
The testing/screening efforts in this process are more of a qualitative nature and commences
during interview sessions. Actual subjective testing to job functions are also administered during
interview processes through computer programs set up at office kiosks.

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Data Manipulations
Collecting. storing and analyzing information gathered from interviewing,
testing/screening is vital to empowering recruiters/managers with decision criteria. The
information is more readily consumed/understood when organized in databases, tabular or
customized to fit a specific stage of the hiring process. lKat Kadian-Baumeyer (2015) states,
choosing a candidate is done by comparing the candidate's qualifications to a pre-determined
list of qualifications or criteria necessary to perform the job. Sometimes the candidate selection
is done by one person (p.1).
During the hiring process that is the subject of the six week learning activity in which this paper
addresses, data is collected and stored that contain information/evaluations on particular aspects
of the candidates eligibility throughout the hiring process. Thus, in order to maintain records and
transfer vital information collaboration among the staff is necessary.
Computer literacy is a given in this instance and innovation is rewarded. Mundane tasks
are mandatory in most cases and deserve attention to detail as much as more creative hiring
activities. Thus, data manipulation is a necessary component of the hiring process and the need
for collaboration should be obvious to an organization thought leader. According to Kat
Kadian-Baumeyer (2015),
Once the right candidate is chosen, background checks and reference checks are
necessary. Performing background checks generally involves checking a candidate's
credit score, criminal record, education record and military record. Reference checks
generally involve contacting references, who are usually professional acquaintances that
the candidate worked for in the past. (p.1)

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Tasks such as background, drug, reference screening are the job of members of The HR
department who specialize in data retrieval and research. The magnitude of the job lies ion that
without proper manipulation of data the next person (staff) will have a hard time discerning what
the next best thing is to do regarding a candidates eligibility to continue the hiring process to the
next stage. Someone has to make sense of the raw quantitative and qualitative data collected so
far .
Collaborative Decision Making and Communications
Throughout this paper collaboration has been mentioned while discussing the activities
that are necessary in order to implement/complete the hiring process. Ironically,
collaboration/communication are broad activities that span over other hiring processes. Kat
Kadian-Baumeyer (2015) states, sometimes a committee peruses the applications and
interview notes and makes the decision. Mr. Pugsley will carefully review his interview notes
and test results for all of the candidates and make the final decision (p.1). Again, one should
seek the opinion of others in order to avoid self-bias/burden.
According to Quast (2012)
Having the final candidates interview with others in the company (especially those with
whom they will most interact if hired into the position) provides additional perspectives I
might not have seen. Those additional perspectives greatly increase the odds of finding
the best candidates. (p.1)
The decision can be more of a consensus among stakeholders gesture and the collaborative input
can present themes that align the needs of the company with the parameters/scope of the process.

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Communications among staff and between employer and candidate is of vital importance
as schedules/appointments must be organized and met. According to Quast (2012).
Send postcards or emails to each applicant to acknowledge receipt of the resume. (State
that if the candidate appears to be a good match for the position, relative to your other
applicants, you will contact them to schedule an interview. If not, you will keep their
application/resume on file for a year in case other opportunities arise. (p.1)
Thus, external/internal communication is necessary in order to complete the hiring process and
collaboration/communication are two sides of the same coin that can provide streamlining of
activities that are deemed pertinent to the hiring process.

References
Healthfield, S. M. (2015). A checklist for success in hiring employees. Retrieved from

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http://humanresources.about.com/cs/selectionstaffing/a/hiringchecklist.htm
http://managementhelp.org/staffing/
Kat Kadian-Baumeyer (2015). The hiring process: how human resource managers recruit
and hire employee. Retrieved from http://study.com/academy/lesson/the-hiringprocess-types-of-recruiting-strategies.html
Quast, L. (2012). 4 ways to improve your hiring process.
Retrieved from http://www.forbes.com/sites/lisaquast/2012/12/17/4-ways-to-improveyour-hiring-process/