Reference no: EM133159488

One of the most important skills a manager or human resources specialist can develop is the ability to actively participate in the selection process. The purpose of this exercise is to identify selection criteria for a vacancy and to gain experience in screening resumes and covering letters; and preparing an interview plan.

1. Using the Job Description for the "Customer Service and Sales- Assistant Manager" from Part A, choose six (6) selection criteria/standards (Qualifications) to be used to screen the applications. List and describe each selection criteria. Explain what information on a resume might indicate that the applicant satisfies the criteria. State why the group feels it is an important qualification for the position. Be specific in your description of each selection criteria. (Do not select "failure to list references", "formatting errors" (spelling, incorrect dates etc.), or "willing to relocate" as selection criteria.) 

2. Your advertisement for the "Customer Service and Sales - Assistant Manager" resulted in eight (8) applications. (Obviously this is an unrealistic number but manageable for the assignment.) Set up a scoring table or matrix, which identifies the selection criteria, the weighting and scoring procedures and a comments section. Make 8 copies of your scoring table. For each applicant complete a separate scoring table including point form comments. (Examplejustification for why the applicant received a certain score for each of the criteria.) Resumes and cover letters for the eight applicants can be found in elearn. Please do not look at the resumes until you have finished step number 1.

3. Identify 2 applicants that you have chosen to interview and provide written rationale for selecting each. Your rationale should refer to each of the selection criteria and how the applicant met each criteria. 

4. Develop a structured interview plan, which includes the following: Introduction: Record in script form what you will say to the applicants at the beginning of the interview, (i.e. welcome, what you will tell each applicant about the job and about the company). Include rapport-building questions.

Questions:

A minimum of 15 interview questions. (See scoring sheet for specifics) Conclusion: Record in script form what you will say to the applicants at the conclusion of the interview.