HIRING AND

SELECTION CASE
GROUP 0006B
Dr. Regnaud

By: Obed Nyarko|Uchenna Obilom|Nyantakyiwaa Anokye-Wusu

|Konan Kouakou
UNIVERSITY OF THE PEOPLE | BUS 5113: ORGANIZATIONAL THEORY AND BEHAVIOR
THE TEAM
TEAM MEMBERS ROLES AND RESPONSIBILITIES

OBED AMPONSAH NYARKO Introduction

Job Description
Interview Questionnaires

OBILOM UCHENNA Research

Editing
Designing

NYANTAKYIWAA ANOKYE-WUSU Interview Questionnaires

Conclusion

KONAN ROGER KOUAKOU Interview Questionnaires

Recruitment Plan

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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 must 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 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

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

to the operations is 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.

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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 (Gareth Bell, 2013). The Operations Manager, Dan desires to immediately

replace Ron and hire from the vicinity in which the ACME Company is situated due to

proximity. It will be prudent for Dan to send the job advert to the popular community, radio

stations, Community Labor Office, and 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

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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.

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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, Scrabble, 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

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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 interview 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 such instances 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 of instances when you utilized it.

8. What are your weaknesses? Tell us of instances 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 you will 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?

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 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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References:

Gareth Bell, I. (2013). Recruiting CEOs from an under‐used resource. Human Resource
Management International Digest, 21(1), 41–43.
https://doi.org/10.1108/09670731311296528

Deckers, L. (2018). Extrinsic and Intrinsic Motivation. Motivation, 307–340.

https://doi.org/10.4324/9781315178615-10

Gass, S. I. (1994). Chapter 2 Public sector analysis and operations research/management

science. Handbooks in Operations Research and Management Science, 23–46.
https://doi.org/10.1016/s0927-0507(05)80083-0

Harris, T. (2018). Quality Supervision Training. Developing Leadership Excellence, 23–30.

https://doi.org/10.4324/9781351170567-3

Kyunghee Chu. (2011). A Study of Effective Interview Using Storytelling Approach for
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Levitt, J. D. (2020). Company culture. Leadership Skills for Maintenance Supervisors and
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MARSDEN, P. E. T. E. R. V. (1994). The Hiring Process. American Behavioral Scientist,

37(7), 979–991. https://doi.org/10.1177/0002764294037007009

Operation Supervisor Resume Examples. JobHero. (n.d.).

https://www.jobhero.com/resume/examples/business-operations/operation-supervisor.

Recruitment Process. Tutorialspoint. (n.d.).

https://www.tutorialspoint.com/recruitment_and_selection/recruitment_process.htm.

Ryan, A. M., & Delany, T. (2017). Attracting Job Candidates to Organizations. Handbook of
Employee Selection, 165–181. https://doi.org/10.4324/9781315690193-7

Ryan, A. M., & Delany, T. (2017). Attracting Job Candidates to Organizations. Handbook of
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Understanding the Federal Hiring Process. United States Department of Labor. (n.d.).
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