UNIVERSITY OF THE PEOPLE

BUS 5113: ORGANIZATIONAL THEORY AND BEHAVIOUR

HIRING AND SELECTION CASE
DR. DEBORAH REGNAUD
JULY 26, 2021

GROUP 0006B

TEAM MEMBERS ROLES AND RESPONSIBILITIES

OBED AMPONSAH NYARKO Introduction

Job Description
Interview Questionnaires
Conclusion
INTRODUCTION

The recruitment process is a laid down procedure used in hiring a new worker (MARSDEN, 1994).

This process includes doing needs assessment to identify the vacancy, job analysis, job description,

job evaluation, posting of job advertisement, interviewing, screening, evaluating and selecting, on-

boarding. There is a vacancy at ACME Company and this organization has to utilize the recruitment

process to get the right candidate to replace RON, an operations supervisor. In this article, more light

will be thrown on these recruitment processes which are the interview questionnaire, selection

process, recruitment plan, and job description t used by the Human Resource department of this

renowned company.

Job Description

Job Title: Operations Supervisor (full time)

Job Summary

ACME Company is in search of an experienced and competent Operations Supervisor to

supervise the filling, packing, and labeling sector of their company operations. The

supervision of the multiple crews and the development of overall strategies to enhance the

multi-functional performance will be a task of the operations supervisor. The Operations

supervisor is also tasked to promote a positive working environment and also ensuring the

input from his sector is effective to produce quality products (Harris, 2018).

Responsibilities

The Operations Supervisor will be tasked with the below responsibilities:

 Assist management in the planning and the setting of the target for that sector of

operations
  The implementation of the ACME Operations Manual to ensure that employee's input

to the operations are efficient and effectively contributing to the achievement of sector

goals

 Liaise with the maintenance department for the repairs or replacement of equipment

in his or her sector

 Assist the Human Resource Department to do the quarterly mandatory performance

evaluation

 Updating of Monthly attendance sheet and submitting it to the HR department on the

closing date of the month

 Prepare and send monthly reports to the operations manager via the official ACME-

Mail portal (Gass, 1994).

Requirements

Applicant must possess the below skills and competencies:

 Five (5) years of experience in operations management in a similar industry. Member

of any association related to operations management.

 At least a bachelor's degree in Operations Management or a related field. MBA is an

added advantage

 Must have In-depth knowledge in strategic Planning and excellent analytical and

critical thinking.

 Good Interpersonal relationship building and good negotiation skills.

 Utmost professionalism and integrity in discharging duties.

 Good Computer Literacy and Reporting Skills.

 Proactive and result-oriented.

 Good Organizational, Planning, and Communication skills.

Compensation:

The successful candidate will receive:

 Monthly Salary of GHC 5000.00

 Pension Tier 3 contribution.

 Health insurance package for you and your immediate family.

 Vehicle allocation.

Recruitment Plan

ACME Company's quest to get an ideal candidate for the Operations Supervisor role, The

company must create a prearranged strategy which consists of the analyzing of recruitment

gaps, the making of hiring plan and recruitment calendar, identifying the appropriate tool

needed for a scalable recruitment process. The Human Resource Department of ACME

Company must put into consideration the medium to announce job vacancies, the advertising

plan the recruiting timeline, the scheduling of interviews, the assessment mechanism, and

onboarding activities (by Gareth Bell, 2013). The Operations Manager, Dan desire to

immediately replace Ron and hire them from the vicinity in which the ACME Company is

situated due proximity. It will be prudent for Dan to send the job advert to the popular

community radio station, Community Labour Office, and also the use of social media tools

like Twitter, LinkedIn, and Facebook to enable the job post to reach many interested

applicants. ACME Company website can be used by Dan to advertise the job vacancy under

their career's column on the website homepage. Finally, for ACME Company to attract the

top-notch people in the industry to replace Ron, the recruitment team must put into

consideration the organization's unique benefits in their working conditions compared to their

competitors. This will make the company stand out and be catchy in the sight of quality

candidates in the industry. These unique benefits will also be a motivational factor to the
successful candidate. The recruitment team can emphasize the autonomy given to the

operations supervisor to manage his employees and vehicle allocated to the role to aid

mobility which is not done by their competitors in the industry. These unique benefits

provide intrinsic and extrinsic motivation to the successful candidate (Deckers, 2018).

Selection Process

The selection process is a mechanism used in selecting and shortlisting the ideal candidates

with the requisite skills and qualifications to fill in the vacancy in the company and this varies

from organization to organization (Ryan & Delany, 2017). However, the utilization of this

process to find the right candidate has its challenges. The recruitment team of ACME

Company must not only consider the skills and knowledge only but also a leadership style

that will aid in resolving the current issues in the company. A right candidate with

transformational leadership skill, to assist in resolving the productivity, communication and

performance issues which are negatively affecting the ACME Company. The successful

implementation of this leadership style will resolve the current problems and boost

productivity. Moreover, this type of leader should draw a good grievance policy to help

resolve issues amicably. For the selecting of an ideal candidate, ACME Company will use

these two major steps which are shortlisting and interviewing.

Shortlisting

After getting the pool of applicants, the ACME Company must screen through the pool and

eliminate applicants who did not meet the basic requirements listed under the job description.

At this stage, the recruiting team must also focus on the skills and experience needed for the

role from the applicants and not only their academic achievements. The next stage is to call

for an interview for the shortlisted candidates.

Interviewing

A job interview is an interview consisting of an interaction between an interviewee (an

applicant) and interviewer (employee or employer of the organization) to determine whether

the interviewee should be hired or not (Kyunghee Chu, 2011). The role of Operations

Supervisor is very crucial to the ACME Company therefore the interview must go beyond the

traditional interview process. The recruiting team engages the interviewees in scenarios or

case analyses to assess their skills for the role. This will help unveil the leadership skill and

their approach to situations if the need arises. The hiring of the wrong candidate is like

putting a square wood in a round hole hence, the recruitment team must make use of this

assessment to know who will fit well in the role and the company.

The job role of the Operations Supervisor comprises both technical and behavioral skills. To

begin the interview, the recruitment team should meet the applicants and utilize the Technical

MCQ test (Multiple Choice Question) to check the problem-solving skills, communication

skills, technical skills of the potential supervisor. Since the ACME operations Supervisor role

requires technical and behavioral skills hence the behavioral skill can be assessed with a

Behavioural Event Interview (BEI). After these tests, Dan a member of the ACME

Company's recruitment team should allow the interviewee to meet any of the informal leaders

from the crews and answer questions related to the role to assess the level of interest to work

with ACME and how he will relate with them. This is necessitated to know the candidate's

interpersonal relationship building and communication skills because of the current problems

of ACME Company.

Finally, the recruitment team of the company should organize a collaborative board game

such as Monopoly, Scrabbles, and more for the candidate and the diverse group of employees

in that sector. The application of this strategy will show how well he or she can collaborate
with the employees. After this, the interview is over but as the saying goes; "there is no

communication; when there is no feedback" hence the recruitment team must obtain feedback

from the interviewees and employees that were involved in this process by making them

complete a simple survey. This will also be a giant step in resolving the morale and

communication issues, as this allows employees to communicate freely and have a sense of

belonging.

Interview Questionnaires:

The recruitment team of ACME Company can ask the interviewees these questions during

the job interviewing under the selection process. The questions are:

1. Kindly, tell us a brief about yourself.

2. What do you know about this company?

3. Do you have experience in supervising a team or department?

4. Have you ever handled a conflict situation? Share the instance with us.

5. Tell us what motivates you in your field.

6. Tell us the basic daily routine task of an operations supervisor.

7. What are your strengths? Tell us instances when you utilized it

8. What are your weaknesses? Tell us an instance that made you notice these

weaknesses.

9. How will you boost the working morale of your subordinates?

10. How is communication relevant in an organization?

11. What are the key performance indicators will you use to measure the performance of

your team?

12. How will you manage an underperforming employee?

 13. A hardworking member of your team was found stealing packaging material. What

will be your approach to this situation?

14. If you were the employer, what qualities will convivence you to hire a candidate for

this crucial role?

15. Why did you leave or want to your former employer?

16. Why must ACME Company hire you over the other candidates?

17. Our competitors advertised similar job vacancies. What makes you want to work in

ACME Company and not the others?

Conclusion

If ACME Company successfully implements these above processes, it will immensely help

them to skip the woes of hiring a wrong candidate but rather to hire an ideal candidate

endowed with good communication skills, transformational leadership style, good

interpersonal relationship-building skills, and performance-driven which will resolve the

current problems of the company and restore their former glory. This will boost productivity

and give ACME a competitive advantage in their industry (Levitt, 2020).

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