Dolphinette Williams

Assignment: Selection Tools Dolphinette Williams HRM/240 October 24, 2010 Karen M. Wilson

Dolphinette Williams

There are many selection tools that a companys human resource team could use in the hiring process. A supermarket could make use of many of the tools available. The three of these selection tools one would use that would be beneficial for a supermarket the most would be the completion of application, background investigation and supervisor/team interview. The completion of the application along with the resume would be a good visible tool to see how much experience an applicant would have, where the potential employees experience was achieved, how much education the potential employee has and if there was a sufficient amount of stability on one or more previous employment. What skills the potential employee would have to bring to the table. Application completion would also help in the background investigation process. The disadvantage in this process would be if the potential employee does not list all the information required or requested by the employer on the application and are honest. Background investigation would be the most important selection tools to use in the hiring process for a supermarket. This tool has become standard according to Bohlander/Snell (2007); it helps to prevent such things from happening such as theft, embezzlement and violence in the workplace. Bohlander/Snell (2007) also stated that courts have ruled that companies can be held liable for negligent hiring if they fail to do adequate background investigations (pg. 254). If a person has committed any of the crimes mentioned they could possibly committed the same crime again if they are put back into the same position. This would be extremely important to a supermarket in keeping theft from happening in their place of employment, because most times in a supermarket there is an excessive amount of money and merchandise to be handled on a daily basis. Because of that fact it could cause the potential employee with a criminal background it could cause them to do what they did in the past. The disadvantage would be if at the time of the application for the potential employee the

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crime would not show up, because it was too recent and would leave the employer in the dark about the crime the employee had committed. The third process supervisor/team interview is another tool to use in a supermarket hiring process, because working in a supermarket is team work. There are a lot of employees that work at a supermarket such as managers for the various departments, cashiers, stockers, and baggers in some supermarkets and they have to be able to work together as a team. At any given time they all will need one another for certain things. So, therefore it is good if the supervisor/team can interview the potential employee to get a feel if the employee will be able to work as a team member. The disadvantage would be if the potential employee is not honest about their ability to work with other employees as a team, and they have not been honest on their application. In using the three selection tools, they still may not be able to make the right or perfect selection for the position. Only, if there has been a thorough job analysis done for the position(s) and a complete job description along with those three selection tools would make the selection process better in hiring the right employee for the position(s). The background investigation would be the most important, because it is the most selection tool that is reliable as long as the employer can get all the information about the crime or crimes committed if any. Background investigation along with supervisor/team interview would be two good tools to use in selecting the employee, once the thorough background investigation is done, and then the supervisor/team interview would more than likely be successful. Even though there are disadvantages in all three of the tools selected, one would use all three in my final project. The application process along with resume would help in narrowing down the applicants. The background investigation would help to further narrow down potential employees, and the supervisor/team interview would help in knowing the right employee to work as a team player within my company.

Dolphinette Williams

The questions I would use to ask in the interviewing process for my final project: 1. Was there ever a time when you were asked to prepare and complete a task for more than one person? If so, how did you handle the situation? 2. Was there ever a time when you had to do something you had never done before and you felt there was no one there to answer the questions you may have had?

3. Sometimes you and another team member may not see eye to eye in a situation, how would you handle the situation?

4. On a particular day you may not feel up to coming to work, but you were informed weeks in advance that there was a big catering job to be done on that day, and everyone on the team would be needed, would you call in or would you come in to work and work the best you could in the situation? 5. Have you ever been involved in confrontation with a customer, employee or supervisor at work? How did you resolve it?

6. As chef, if the owner would bring to you a meal that needed to be catered the next day and that was the only notice, how would you handle this situation?

7. Describe a time when you had to a task that was not one of your usual daily tasks and what did you do to get the task done?

8. What motivates you? How do you motivate others?

9. Why did you become a Chef?

10. How would your supervisor, manager and employees describe you?

11. What are some of your best accomplishments as a Chef?

12. What are your strengths? Weakness? What are doing to improve your weakness?

Dolphinette Williams

13. Why did you leave your last job? Why do you want to leave your current position? 14. Does it make you happy to see others happy? Does it satisfy something within you?

15. What is one of your favorite meals to prepare? Why is this your favorite meal, and how often have you prepared this meal?

16. Because we specialize in healthy food, how would prepare the vegetables and what type vegetables would you use? Frozen or fresh?

17. If there was something on the menu that you felt was consistent with our goal of healthy foods, how would you go about taking this to the owner who created the menu?

18. Do you use cookbooks? If so, what was the last cookbook you brought?

19. What makes you an effective Chef/manager?

20. What makes you the best person for this position? What would you be bringing to the table?

21. Tell me about your abilities to control cost? What have you done to improve cost control?

22. At the close of a work day and one of the three employees of the cleaning crew becomes ill and had to leave before the cleaning was done, would you step in and help or just leave it up to the two remaining?

23. How would you handle the following situation? If you were asked at the last minute to add something to the catering menu for a customer.

24. Are there any questions you would like to ask the interview team?

Using the Behavioral Description Interview (BDI) along with these questions would give the hiring manager a good base to make a hiring decision along with the three selection tools

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mentioned. Considerations I would use in hiring decisions for the position for my final project would be based on the potential employee. The main consideration would be dependability of the potential employee at their last position(s). I would also like to take into consideration how well the potential employee managed their position and other employees at their previous employer. One would want to take into consideration if an employee misses a lot of time off work. Also, how serious is the potential employee is about customer satisfaction. If the potential employee did not handle a situation in an appropriate manner, this would make the owner cautious about considering hiring the potential employee.

Dolphinette Williams

Reference: Bohlander, G. W., & Snells, S. A., (2007). Managing human resources (14th ed.). Thomason South-Western