A Selection Plan submitted in partial fulfillment of the requirements in

MGMT9840 Recruitment and Selection for the postgraduate program in

Human Resources Management

Fall 2022

Submitted By:

Sanjoly Arora -4476637

Sabra Sondhi-4489953

Swanish Ashish Murzello-4454749

Keshav Goyal-4483058

Shivani Sharma-4503929

Varsha Sunil Virwani-4435334

Deepika Bajaj- 4463926

Submitted to:

Dr. Susan Ehlert, CHRL

 Table of Contents

Selection Plan Matrix .................................................................................................................... 1

Selection Plan Report .................................................................................................................... 2
Introduction ............................................................................................................................. 2
Selection Plan Tools ..................................................................................................................... 2
1. Resume: ........................................................................................................................... 2
2. Screening Interview: ........................................................................................................... 2
3. Aptitude test: ..................................................................................................................... 3
4. Personality tests: ................................................................................................................ 3
5. Work sample test: ............................................................................................................... 3
6. Computer skill test: ............................................................................................................. 3
7. Selection interviews: ........................................................................................................... 4
8. Background checks: ............................................................................................................ 4
References .................................................................................................................................. 5
Appendix.................................................................................................................................... 6
 Selection Plan Matrix
Medical Administrative Assistant

KSAOs Necessary for

Background/
Aptitude Test

Personality
List in this column your of Selection?

Reference
Skills Test
Screening
Interview

Interview
Computer

Selection
KSAOs

(Specify)
Y/N

Resume

Sample

Checks
In this column

Work
Test
They should be the same as indicate yes or no
the ones you listed in your for the KSAO(s)
Job Requirements Matrix. that are necessary In the above boxes indicate which methods you will use to assess for each of
for selection. your KSAOS
Must include education and
experience.
Exceptional interpersonal, Yes
written, and verbal Yes(Phone
communication skills Yes Yes - Yes - - Yes References)
Problem-solving skills Yes Yes Yes - - - - Yes -
Knowledge in medical Yes Yes Yes - - - - Yes -
affairs
Critical thinking and Yes Yes Yes Yes - - - Yes -
analytical skills
Intermediate to advanced Yes Yes - - - Yes Yes Yes -
proficiency in Word, Excel,
PowerPoint, and other
relevant software
Strong organizational skills Yes Yes - - - - - Yes -
and time management
abilities
Knowledge in medical Yes Yes - - - - - Yes -
affairs
An approachable and Yes Yes Yes - Yes - - Yes -
pleasing personality
A sense of urgency and Yes Yes Yes - - Yes - Yes -
attention to detail
 Selection Plan Report
Introduction
Employee selection is the process of interviewing, evaluating, and choosing one candidate for job

based on specified criteria (qualifications, skills and Experience). Depending on the company

recruiting and the position, employee selection can differ from being a very simple process to being

a very complicated process. During the hiring process, specific employment laws, such as anti-

discrimination laws, must be followed. In this report, one can analyse how recruiters can make use

of selection tools to select the right person for the right job. Various tools are used to identify and

examine the appropriate set of Knowledge, Skills, and other Abilities (KSOA).

Selection Plan Tools

1. Resume:

The Resume is the primary document required for any recruitment procedure. This provides a

summary of the candidate's education, work experience, and other relevant qualifications for the

job. The recruiters use Resume as a base of information of candidate and examine them on behalf

of the Resume. Hence, the Resume must be updated on regular intervals to build a strong

professional background. Resumes are also screened to find the potential skills that a candidate

presume and identify whether the applicant is the best job fit.

2. Screening Interview:

After receiving the resumes from all the candidates, the Resume are screened before inviting the

candidates for the interview. Hence, the applicant’s knowledge are screened with the series of

questions that are related to the job description. Screening questions are focused on the basic skills

and abilities of the candidate. It is an effective procedure to break down the unqualified candidates

from the deserving candidates. (Applicant screening process (definition, how to, and tips)).
3. Aptitude test:

Aptitude test is a constructive tool for the employees to assess the abilities of the candidate. These

assess a candidate's cognitive abilities, such as their problem-solving skills or their ability to learn

new information. (MichaelPageUK, Aptitude test: What you can expect in an interview process)

4. Personality tests:

Personality test can be used to find out the personality characteristics of the candidates related to

the job performance. The attitude of the candidate, emotional stability, openness to learning, self-

efficacy is measured in this test. These tests are more likely to reveal the applicant’s interest and

other abilities and also identify personal traits which are required to perform specific jobs. (g2admin,

Resume screening: Finding the right person for the right job 2019)

5. Work sample test:

Work sample test asks the applicants to illustrate their excellence in their job by describing the

examples of their past job. This process is useful to determine the person’s position for certain

portfolios. (Haq, 'work samples' your way to better hiring 2021)

6. Computer skill test:

The computer skill test measures the basic skills with common computer software systems such as

word, email, excel and other miscellaneous tools. The tests are short but complicated at times based

on simulations. Having a basic computer knowledge is critical for every person in the modern

workplace. This testing can help indicate the knowledge level of the candidate and determine how

much training does the candidate require to learn new skills. (Garland, Skill tests: Complete Guide

to Assessments + examples 2022)

7. Selection interviews:

After the candidate is gone through various testing and examinations there will be a final selection

interview held for the candidate where certain series of questions are asked to the candidate to

determine the accuracy and suitability for the specific job. It is the last stage of the selection process,

an opportunity of the recruiters to know more about the candidates by utilizing structured format

and be more interactive. (How to apply – selection interview)

8. Background checks:

As a part of recruiting and selection, background checks are necessary for any decisions about the

new candidate. Background checks usually identify and verification of employment history. Most

of the companies conduct the background checks before hiring the new employee. Personal insights

are obtained from the professional references regarding the professionalism of the candidate and the

way candidate performs his duties and responsibilities. (HR, Should I conduct a background check

for recruitment purposes? - essential HR)

References

MichaelPageUK. (n.d.). Aptitude test: What you can expect in an interview process. Michael Page.
Retrieved December 9, 2022, from

https://www.michaelpage.co.uk/advice/career-advice/job-interview-tips/aptitude-test-interview-
process#:~:text=An%20aptitude%20test%20is%20a,numerical%20skills%2C%20amongst%20oth
er%20things.

Applicant screening process (definition, how to, and tips). (n.d.). Retrieved December 9, 2022,
from

https://ca.indeed.com/career-advice/resumes-cover-letters/screening-process

g2admin. (2019, June 3). Resume screening: Finding the right person for the right job. go2HR.
Retrieved December 9, 2022, from

https://www.go2hr.ca/recruitment/resume-screening-finding-the-right-person-for-the-right-
job#:~:text=Effective%20resume%20screening%20is%20an,be%20contacted%20for%20an%20in
terview.

Haq, A. (2021, May 20). 'work samples' your way to better hiring. Ian Martin. Retrieved
December 9, 2022, from

https://ianmartin.com/work-samples-your-way-to-better-
hiring/#:~:text=A%20work%20sample%20review%20involves,often%20have%20portfolios%2C
%20like%20designers.

Garland, S. (2022, August 8). Skill tests: Complete Guide to Assessments + examples. Vervoe.
Retrieved December 9, 2022, from

https://vervoe.com/skill-testing/

How to apply – selection interview. Ventura County Human Resources. (n.d.). Retrieved
December 9, 2022, from

https://hr.ventura.org/how-to-
apply/interview#:~:text=What%20is%20a%20Selection%20Interview,often%20more%20similar
%20than%20different.

HR, E. (n.d.). Should I conduct a background check for recruitment purposes? - essential HR.
https://www.essentialhr.ca. Retrieved December 9, 2022, from

https://www.essentialhr.ca/blog/title/should-i-conduct-a-background-check-for-recruitment-
purposes-/id/30/
 Appendix
Sample Questions for reference/background check:

Some examples of questions that you might ask during a reference check include:

• Can you confirm the dates of the candidate's employment with your company?

• Can you describe the candidate's job responsibilities and duties during their time with your
company?

• What were the candidate's strengths and areas for improvement during their time with your
company?

• Can you provide examples of the candidate's successes and accomplishments during their time
with your company?

• Would you rehire the candidate, and why or why not?

• Are there any potential red flags or concerns that you think I should be aware of?

• Can you provide any additional information that you think would be helpful for me to know
about the candidate's work history and qualifications?

It is important to keep in mind that the specific questions you ask during a reference check will depend
on the Job opening and the candidate qualifications. The goal is to gather as much relevant information
as possible to help you make an informed hiring decision.

Sample additional selection tools:

Group discussions can be a useful selection tool because they allow employers to see how candidates
interact with others and handle group dynamics. This can provide insight into the candidate's
communication and collaboration skills, as well as their ability to think on their feet and contribute to a
team.

Job knowledge tests can be effective because they allow employers to assess a candidate's
understanding of the specific skills and knowledge required for the job. This can help ensure that the
candidate has the necessary expertise to perform the job effectively.

Health and physical fitness assessments can be relevant for certain types of jobs that require a certain
level of physical fitness or abilities. For example, jobs in the military, emergency services, or athletics
may require candidates to pass a physical fitness test as part of the selection process. These assessments
can help ensure that candidates can perform the physical demands of the job.