develop a variety of interview questions based on the KSAs and required experience for CapraTek’s regional sales representative positions.

n a 13-slide presentation deck, develop a variety of interview questions based on the KSAs and required experience for CapraTek’s regional sales representative positions.

Note: Complete the assessments in this course in the order in which they are presented, beginning with Assessment 1.

Organizations may have differing plans for hiring outside applicants, but they often follow a common pattern when screening those candidates.

In a 13-slide presentation deck, develop a variety of interview questions based on the KSAs and required experience for CapraTek’s regional sales representative positions.

Note: Complete the assessments in this course in the order in which they are presented, beginning with Assessment 1.

Organizations may have differing plans for hiring outside applicants, but they often follow a common pattern when screening those candidates.

By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

• Competency 1: Describe how hiring practices support an organization’s strategy.

• • Identify which question types relate to the KSAs or required experiences for CapraTek’s position.
• Competency 2: Assess approaches for recruiting, selecting, and retaining talent.

• • Explain why the questions are appropriate for CapraTek’s position.
• Competency 4: Analyze the impact of legal and regulatory issues on staffing management.

• • Explain why interview questions do not request illegal information.
• Competency 5: Communicate in a manner that is scholarly and professional.

• • Design slides that are uncrowded, visually appealing, and easy to read.
  • Communicate in a manner that is appropriate for the intended audience.

Context

The most common applicant screening process looks something like this:

• Review of resumes/applications for basic qualifications.
• A phone interview (generally with HR).
• A screening interview with HR that may involve some initial testing, reference checking, or background screening.
• A department interview with more in-depth testing and background checking.
• Additional interviews with other stakeholders.
• A decision process.
• Offer made to selected candidate.

Questions to consider

To deepen your understanding, you are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of your professional community.

• Based on your own employment experiences, what seems to be the best way to screen applicants so that only qualified applicants are actually invited to be interviewed in person?
• Are background checks and reference checks good business practices? Are they legal?
• Consider an ineffective employment interview that you, a family member, or a coworker experienced. What could the interviewer have done differently to make the interview effective?

Required Resources

The following resources are required to complete the assessment.

Library Resources

The following e-books and articles from the Capella University Library are linked directly in this course:

• Arthur, D. (2012). Recruiting, interviewing, selecting, and orienting new employees (5th ed.). New York, NY: AMACOM.

• • Chapters 5–14.
• Baur, J. E., Buckley, M. R., Bagdasarov, Z., & Dharmasiri, A. S. (2014). A historical approach to realistic job previews: An exploration into their origins, evolution, and recommendations for the future. Journal of Management History, 20(2), 200–223. doi:http://dx.doi.org/10.1108/JMH-06-2012-0046

SHOW LESS

Suggested Resources

The following optional resources are provided to support you in completing the assessment or to provide a helpful context. For additional resources, refer to the Research Resources and Supplemental Resources in the left navigation menu of your courseroom.

Capella Resources

Click the links provided to view the following resources:

• General Interviewing Guidelines.
• Testing: Some Basic Concepts.

Multimedia

Click the links provided below to view the following multimedia pieces:

• Correlation: Measuring the Relationship Between Two Sets of Numbers |  Transcript.

Library Resources

The following articles from the Capella University Library are linked directly in this course:

• Ceniceros, R. (2011). Job candidate testing program cuts Harley-Davidson’s injuries: Physical ability to perform job tasks checked before workers hired. Business Insurance, 45(32), 4.
• Huffcutt, A. I., Van Iddekinge, C. H., & Roth, P. L. (2011). Understanding applicant behavior in employment interviews: A theoretical model of interviewee performance. Human Resource Management Review, 21(4), 353–367.
• Pittman, M. (2008). Picking the right people for your team. Emergency Nurse, 16(6), 16–18.
• Risavy, S. D., & Hausdorf, P. A. (2011). Personality testing in personnel selection: Adverse impact and differential hiring rates. International Journal of Selection & Assessment, 19(1), 18–30.

Course Library Guide

A Capella University library guide has been created specifically for your use in this course. You are encouraged to refer to the resources in the BUS-FP4045 – Recruiting, Retention, and Development Library Guide to help direct your research.

Internet Resources

The resources listed below are relevant to the topics and assessments in this course but are not required. Please note that URLs change frequently. Permissions for the following links have either been granted or deemed appropriate for educational use at the time of course publication.

• Heathfield, S. (2015). Human Resources Information System (HRIS). Retrieved from http://humanresources.about.com/od/glossaryh/a/hris.htm
• Hyman, J. (2013). Federal court slams the door on EEOC’s criminal background check lawsuit. Retrieved from http://www.workforce.com/2013/08/13/federal-court-slams-the-door-on-eeocs-criminal-background-check-lawsuit/
• Leung, R. (2004). Did hospitals “see no evil”?: Policy may have given one nurse a license to kill. Retrieved from http://www.cbsnews.com/news/did-hospitals-see-no-evil-02-04-2004/
• Merron, J. Taking your wonderlics. Retrieved from http://espn.go.com/espn/page2/story?page=merron/020228
• Monster. (n.d.). Sample job descriptions. Retrieved from http://hiring.monster.com/hr/hr-best-practices/recruiting-hiring-advice/job-descriptions/sample-job-descriptions.aspx
• Morrow, S. (2013). Hiring practices and social media. Retrieved from http://www.legalzoom.com/articles/hiring-practices-and-social-media

VitalSource e-Books

The resources listed below are relevant to the topics and assessments in this course and are not required.

• Heneman, H. G., III, Judge, T. A., & Kammeyer-Mueller, J. (2019). Staffing organizations (9th ed.). New York, NY: McGraw-Hill Education.

• • Chapters 7–9.
  • Available in the courseroom via the VitalSource Bookshelf link.

Assessment Instructions

Note: Complete the assessments in this course in the order in which they are presented, beginning with Assessment 1.

Preparation

To prepare for this assessment, complete the following:

• Familiarize yourself with Chapters 5–14 of Arthur’s Recruiting, Interviewing, Selecting, and Orienting New Employees e-book, linked in the Resources.
• Read Baur, Buckley, Bagdasarov, and Dharmasiri’s 2014 article, “A Historical Approach to Realistic Job Previews: An Exploration Into Their Origins, Evolution, and Recommendations for the Future,” in Journal of Management History, volume 20, issue 2, pages 200–223. This article is linked in the Resources.
• Read the scenario below.

Scenario

In Assessment 4, you developed a job analysis for CapraTek’s regional sales representative positions. Based on that job analysis, you will interview candidates. Before you can do so, you must develop interview questions based on the required knowledge, skills, and abilities (KSAs) and required experience for the CapraTek position.

Requirements

As a member of CapraTek’s human resources team, you believe the best way to develop the interview plan and select the best candidate is to include a variety of question types. Create a PowerPoint presentation deck containing the following elements, one question per slide. Ensure that your slides are uncrowded, visually appealing, and easy to read.

• 4 structured interview questions.
• 3 semi-structured interview questions.
• 2 behavioral interview questions.
• 2 situational interview questions.

In addition, include the following:

• Explain why the questions are appropriate for CapraTek’s position and do not request illegal information. Place your explanation in the slides’ notes area.
• Describe which question type(s) relates to the KSAs or required experience for CapraTek’s position.
• Include a title slide and (if needed) a resources slide.