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BUS 5113: Organizational Theory and Behavior

Hiring and Selection Case

Group Activity Team Forum Units 6-7

University of the People, MBA

Dr. Hillary Hodges

March 15, 2021

Students:

Ammar Loulah: Job description

Nader: Recruitment plan

Cooper: Selection process

Chih: Interview Questionnaire

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Introduction

The recruiting and section case is presented in this article. Job Description, Recruitment

Plan, Selection Process, and Interview Questionnaire are the four parts. Job Title,

Supervisor Job Outline, Supervisor Roles and Tasks, and Supervisor Qualifications and

Expertise are the three sections of the job description.

Job description – List all the job information, qualifications, and responsibilities

suitable for this position.

 Job title: Supervisor.

 Job Summary:

ACME Company is looking workflow at our plants, we're searching for a

professional and results-oriented Supervisor. Filling, packaging, and marking skills,

as well as experience managing workgroups, coaching staff, tracking improvement,

implementing laws, and maintaining quality enforcement are all desirable qualities.

You must be able to communicate effectively and direct others, as well as manage

organizational conflicts efficiently. The Supervisor will be enthusiastic about leading,

recruiting, and encouraging their team members, and will be driven to assist our

organization in achieving its greater goals. To get the best out of his or her squad, the

good nominee would be people-centered, compassionate, and agile. You should also

be a natural leader who focuses on motivating people to take responsibility for their

jobs and achieve better results. results.

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 Supervisor Responsibilities and Duties

o Set success objectives and schedule timelines that are by the company's

overall strategy.

o Delegate work to employees, track progress, and provide constructive

feedback throughout projects

o Resolve disputes of job satisfaction, staff conflicts, and other issues

promptly and productively.

o Ensure employees adhere to company policies and legal regulations

o Serve as a link between subordinates and upper management

o Conduct performance analyses, inspire staff members and devise

productivity-boosting techniques.

 Supervisor Qualification and Skills

Below are the required qualification and skills for the supervisor position:

o Experience using collaboration tools, such as SharePoint or Slack

o Great organizational skills and an eye for detail

o Ability to train employees when needed

o Bachelor's Degree in Management or related field required

o Experience in a supervisory or managerial role

o Excellent communication and leadership skills

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Recruitment Plan

A Recruitment plan refers to a prearranged strategy for hiring employees. In most cases,

it acts as a timeline for companies to find qualified applicants without causing downtime

for the company. It helps in identified the goals for a particular position. In our case, our

recruitment plan for ACME company includes the following information:

 Time frame – the date by which each position needs to be filled. In this position,

our time frame is one month, based on one-month notice given by Mr. Ron.

 List of each position, including a job description.

 Marketing plan - where to post the open positions. Here, the company will use

its website and pay for a position in some of the local popular magazines.

 Application deadlines and interview dates -for the said position in section 1,

will be in the advertisement as explained above (Market plan component)

 List of interviewers. Interviews will be identified by the department of HR and

will be assigned the task to prepare the question.

 Interview questions -Its’ preparation requirements are in section 5 of this report.

Selection process

Johnson (2018) tells us in his journal, “Creating High-performing Innovation Teams”,

that the most influential factor for innovation is goal interdependence, and regarding team

diversity it was found that job-related diversity was more important than personal
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diversity. Job-related diversity was slightly positive for innovation and had greater impact

on performance than personal background. In fact, personal diversity showed a slightly

negative relationship to innovation. (Johnson, 2018, p. 27) Supervisor Ron faces an issue

of having only low-skilled employees. Although their long tenure is commendable and

an asset to the company, Ron must put the company’s future ahead of the emotional bond

he and his employees have formed with each other.

Therefore, Ron should follow these 8 steps:

1. Ron should announce the job both internally and externally. When announcing the

job, the desired qualifications should be listed. Candidates may need a degree or

certification, a specific number of years of work experience, or a background in a

particular industry. When these have been established, the human resources team can

pick where to advertise the job. (Smith, 2020)

2. The job should also be advertised on several media platforms such as Facebook,

LinkedIn, Indeed, etc.

3. Ron then needs to go through all the applications, resumes, and cover letters to

narrow down the candidate pool by discarding any that stray significantly outside the

desired qualifications.

4. In the meantime, Ron should be trying to stir up innovation by informing team

members according to their different kinds of knowledge, skills, and capabilities, and

helping them to value and use their different viewpoints to engage in elaboration and

integration of opposing viewpoints. (Johnson, 2018, p.27)

5. Phone interviews can be conducted to keep the hiring time at a minimum. This

can give Ron some insight about how the candidates may communicate, their personality
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and professionalism. While this method should not be used for the entire interviewing

process this can save time and HR resources.

6. Next, in person interviews can be conducted. This process should include formal

interviews for existing employees if any of them have applied and met the requirements.

The interviews can be either structured or unstructured, but one method should be

consistently used to avoid any bias.

7. Once everyone has been interviewed, the pool of candidates can be narrowed

down. Ron should consider both hard skills, soft skills, diversity of job experience,

potential and cultural fit for the job. The candidate’s personality, motivations,

communication skills, work ethic and willingness and ability to work as a part of a team.

Some questions Ron might ask himself before hiring his successor are: (Breininger, n.d)

 Will this person be able to motivate the team?

 Is this person a team player?

 Will he/she work to boost employee morale?

 Is this person willing to stay late to make sure that work gets done or will he/she

leave at exactly at 5pm?

8. Before the employee is fully onboarded, Ron should ensure that he tests the

employee. This may include background checks, drug tests, and a probationary period.

This process should be the same whether the employee is a brand-new hire or an existing

member of staff assuming this new position.

It is important to have a formalized employee selection process. Having an employee

selection process can create better hiring outcomes, and it is an important legal strategy

that can protect your company down the road as well. (Smith, 2020)
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Interview Questionnaire

Johnson (2018) tells us in his journal, “Creating High-performing Innovation Teams”,

that the most influential factor for innovation is goal interdependence, and regarding team

diversity it was found that job-related diversity was more important than personal

diversity. Job-related diversity was slightly positive for innovation and had greater impact

on performance than personal background. In fact, personal diversity showed a slightly

negative relationship to innovation. (Johnson, 2018, p. 27) Supervisor Ron faces an issue

of having only low-skilled employees. Although their long tenure is commendable and

an asset to the company, Ron must put the company’s future ahead of the emotional bond

he and his employees have formed with each other.

Therefore, Ron should follow these 8 steps:

9. Ron should announce the job both internally and externally. When announcing the

job, the desired qualifications should be listed. Candidates may need a degree or

certification, a specific number of years of work experience, or a background in a

particular industry. When these have been established, the human resources team can

pick where to advertise the job. (Smith, 2020)

10. The job should also be advertised on several media platforms such as Facebook,

LinkedIn, Indeed, etc.

11. Ron then needs to go through all the applications, resumes, and cover letters to

narrow down the candidate pool by discarding any that stray significantly outside the

desired qualifications.

12. In the meantime, Ron should be trying to stir up innovation by informing team

members according to their different kinds of knowledge, skills, and capabilities, and
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helping them to value and use their different viewpoints to engage in elaboration and

integration of opposing viewpoints. (Johnson, 2018, p.27)

13. Phone interviews can be conducted to keep the hiring time at a minimum. This

can give Ron some insight about how the candidates may communicate, their personality

and professionalism. While this method should not be used for the entire interviewing

process this can save time and HR resources.

14. Next, in person interviews can be conducted. This process should include formal

interviews for existing employees if any of them have applied and met the requirements.

The interviews can be either structured or unstructured, but one method should be

consistently used to avoid any bias.

15. Once everyone has been interviewed, the pool of candidates can be narrowed

down. Ron should consider both hard skills, soft skills, diversity of job experience,

potential and cultural fit for the job. The candidate’s personality, motivations,

communication skills, work ethic and willingness and ability to work as a part of a team.

Some questions Ron might ask himself before hiring his successor are: (Breininger, n.d)

 Will this person be able to motivate the team?

 Is this person a team player?

 Will he/she work to boost employee morale?

 Is this person willing to stay late to make sure that work gets done or will he/she

leave at exactly at 5pm?

16. Before the employee is fully onboarded, Ron should ensure that he tests the

employee. This may include background checks, drug tests, and a probationary period.
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This process should be the same whether the employee is a brand-new hire or an existing

member of staff assuming this new position.

It is important to have a formalized employee selection process. Having an employee

selection process can create better hiring outcomes, and it is an important legal strategy

that can protect your company down the road as well. (Smith, 2020)

Recruitment Plan

Recruitment plan refers to a prearranged strategy for hiring employees. In most cases, it

acts as a timeline for companies to find qualified applicants without causing downtime

for the company. It helps in identified the goals for a particular position. In our case, our

recruitment plan for ACME company includes the following information:

 Time frame - date by which each position needs to be filled. In this position, out time
frame is one month, based on one-month notice given by the Mr. Ron.
 List of each position, including a job description.
 Marketing plan - where to post the open positions. Here, the company will use it’s
website and pay for a position in some of the local popular magazine.
 Application deadlines and interview dates -for the said position in section 1, will be in
the advertisement as explained above (Market plan component)
 List of interviewers. Interviews will be identified by the department of HR and will be
assigned the task to prepare the question.
 Interview questions -Its’ preparation requirements are in section 5 of this report.

Staff selection methods

1. Education:

2. Knowledge verification:

3. Work experience:

4. Interpersonal skills:
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5. Work motivation:

The application form is evaluated

1. Education:

My assessment:

Score Degree
10 Bachelor’s degree or above
8 Associate’s degree
5 High school diploma
Reject Below senior high school.
2. Work experience:

________________________________________________

My assessment:

3. Knowledge verification:

________________________________________________

My assessment:
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4. Interpersonal skills:

________________________________________________

My assessment:

5. Work motivation:

________________________________________________

My assessment:

The status of the applicant.

Name
A B C D E
Item
Associate’s Bachelor’s MBA Bachelor’s H.S.
Education
degree degree degree diploma

1 year as a 2 years as a 5 years as a 1 year as a

Work experience no
sale teacher cashier sales

Knowledge Very strong Satisfactory Satisfactory Marginal Satisfactory

verification
Interpersonal skills Marginal Very strong Satisfactory Satisfactory Very strong

Work
Satisfactory Marginal Very strong Very strong Marginal

motivation
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The applicant's score.

name

A B C D E
Item
Education 8 10 10 10 5

Work experience
Knowledge verification
Interpersonal skills
Work motivation

1. What problems do you encounter in your scoring system?

2. Does the business card have any additional effect on your profile? Why? Please explain.
3. Which applicants have the highest scores?
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RECRUITMENT PLAN

Title: New supervisor (To supervise three operations: filling, packing, and labeling).
Company: ACME.
Department:

Number of males:
Number of women:
Chairman of the Committee:
Members of the selection Committee:

The role of members on the committee:

-View the contents of the job in the announcement.
-View the application.

Work items of the Committee.

-recruit at least 2 supervisors.
Advertise on websites, magazines and periodicals for suitable personnel or post
publications.
-the organization / group that sent the message.

-Job postings are sent to www.gvsu.edu/confirmative to view inclusion.

Recruitment resource: Action website at www.gvsu.edu/affirmative and then

click on Inclusive Recruitment Resources.

Assistant to the Chairman:

Role of Chairman / Assistant:
-View the contents of the job posting.
-create incentives.
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-change the position of the applicant.

-View the application.

The following must be checked and confirmed.

__________As chairman, I confirm my participation in and design of recruitment plans
and posts.
__________As recruitment chairman, the roles, responsibilities and qualifications listed
in this position are the same in all job advertisements.

How to improve morale and reduce absenteeism and overtime?

Recruit at least 2 supervisors to reduce absenteeism and overtime.

Conclusion:

As soon as the job vacancy is posted and advertised, applicants will immediately come
and flock to, The selection process.
1. Apply: filling, packing, and labeling.
2. Screening and pre-selection: graduated from University or above.
3. Interview: verify professional skills.
4. Assessment: interpersonal relationships.
5. References and background check: at least 5 years related working

experience.
6. Make a decision: whether it meets the position requirements or not.
7. Job opportunities and contracts: at least one year, fine for breach of

contract.
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References

 Breininger, T. (n.d) 5 Important Factors to Consider When Making a Hiring

Decision. Retrieved from https://ianmartin.com/5-important-factors-to-
consider-when-making-a-hiring-decision/
 Johnsson, M. (2018). Creating high-performing innovation teams. Journal of
Innovation Management, 5(4), 23-47. Retrieved
from https://pdfs.semanticscholar.org/3855/e2062a61d443a85fd027f4861285
6920aa3a.pdf?_ga=2.10517940.1253359659.1561146309-
1549769108.1561146309
 Minnesota University (2016). Human Resource Management. University of

Minnesota Libraries Publishing Edition, 2016. Adapted from a work

originally produced in 2011 by a publisher who has requested that it not

receive attribution.
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 Smith, A. (2020, March) How to Create an Effective Employee Selection

Process. Comeet Retrieved from
https://www.comeet.com/resources/blog/employee-selection-
process#:~:text=There%20are%20approximately%20five%20to,testing%2C
%20and%20making%20an%20offer.
 The University of Purdue. (n.d.). APA style writing guide. Purdue online

writing lab.