Effective Hiring and Interviewing - Amazon Simple Storage ...



Effective Hiring and InterviewingCourse ProjectCourse Project Instructions:This project guides you through the process of hiring and interviewing for a position in your workgroup. The project consists of four parts that can be thought of roughly as job definition, recruiting, interviewing, and final decision and communication. You are encouraged to target an actual, specific job as you work through each part of the project. If you are not currently hiring for any positions, you may choose to focus on a position you might hope or expect to have open in the near future.Once you have completed all four parts of the project, submit this project document and any supporting documents to your instructor for grading. A submit button can be found on the Part Four assignment page. Information about the grading rubric is available on any of the course project assignment pages online. Do not hesitate to contact your instructor if you have any questions about the project. Information provided and/or discussion facilitated pertaining to federal and state laws, regulations and other related legal references are offered for academic and informational purposes only.? Accordingly, such information is not to be used, construed or relied upon in any way as a substitute for specific legal advice or opinions rendered by a qualified attorney.Part One: Perform a Job AnalysisIn this part of the project, you will add performance standards to the table below, evaluate your team performance against those standards, and prioritize the standards. In order to satisfy this part of the project, you must complete a draft job analysis in the form below. Your job analysis should include a summary statement, tasks, and competencies.Instructions:Step 1: Record a job description for the job on which you are focused.You may wish to refer to the O*Net website to find the job that most closely resembles the target job.If appropriate, consult with others in your organization who have firsthand knowledge of the job.In the “Job Description” section of the job summary form below, add one or two sentences that give a general description of the job.Step 2: Define the job tasksAgain, you may wish to use O*Net as a starting point. Revise, add, and remove tasks from your initial list as necessary. You may find it helpful to review the Job Skills and KSAOs worksheet.Prioritize and further refine the list of tasks, taking into account which are essential and which are likely to generate a distinction between your least and most qualified plete a Job Element Inventory to rank these tasks.In the “Responsibilities” section of the job summary form below, list three to seven tasks from most to least important. Omit any low-importance tasks.Step 3: Define the competenciesDefine the competencies you expect or desire in a candidate for this position. Consider the following:What competencies were underrepresented or marked as essential in the Gap Analysis activity you completed earlier in this module?In the Job Element Inventory, what competencies did you list as supporting the prioritized tasks?You may wish to refer to the O*Net website to make sure you’re not leaving out any important competencies.In the last section of the job summary form below, list five to ten competencies (KSAOs), roughly in order of importance for success in this position.Job Title: Position Summary: Explain the purpose for the position and summarize the responsibilities.Position Description: Responsibilities:Qualifications: Specify required and preferred competencies for this position. An excellent candidate will exhibit the following:Part Two: Complete a Hiring StrategyIn this part of the project, you will define a hiring strategy. The purpose of this step in the process is to define explicitly the scope of the hiring effort and the work that will be done to identify candidates and narrow the pool in preparation for the interview phase.In order to satisfy this part of the project, you must complete the following four steps.Instructions:Step 1: List the position(s) for which you are planning to hire.In the job description in part one of the project, add the job title at the top of the page. Also list the job title here. If there are other positions you intend to try to fill at the same time, list them here as well. List the job title hereFor this project, you will only need to complete detailed information for one position, but it is useful to be aware of plans for other personnel changes.Step 2: Decide whether you will recruit internally or externally, or both. Consider:Do the KSAOs exist internally?Is the culture of your organization such that new employees find it difficult to assimilate?Are you trying to grow the organization or keep it lean?Do you have an urgent need to fill the position?Can you afford to hire and train? How important is retention for this position, for the organization generally? Indicate an internal search, external search, or both internal and external.Step 3: List ways you will get the word out about the position. Consider:Will your search be local? National? Global?What resources are available to advertise the position?What channels has the organization successfully used before?List channels you will use to advertise the job.Step 4: Indicate how you will screen candidates for required competencies. Will you use applications, resumes, or both?Describe your initial screening plan here. Indicate which KSAOs from the job description you completed in part one of this project are being assessed using applications or resumes. In the table below, list the required KSAOs from the job description you completed in part one of this project.For each KSAO, indicate what employment tests, if any, you will use to screen candidates. Be as specific about the test as possible. If you have already screened for a KSAO using applications or resumes, you may not need to screen again using an employment test, but you may gather additional information if you feel it’s necessary.Employment Tests Used to ScreenRequired Competency (KSAO) List of common types of employment testsCognitive (IQ) testJob knowledge testWork samplePersonality test(s)Integrity test(s)Part Three: Determine Interview Questions and ProceduresIn this part of the project, you are drafting interview questions for the position you decided to focus on earlier in the project. You will create a scoring guide to use for each question. And you will make some decisions about how much structure you'll add to the interview process.In order to satisfy this part of the project, you must complete each of the three steps outlined below. You will need to refer to some work in earlier parts of the project.Instructions:Step 1: Draft QuestionsIn the table below, add any questions you have thought about asking in the interview.Record the informational value you expect the question to have.For each question, identify a competency (KSAO) that aligns with the question.Rewrite the question as a situational or behavioral question. Verify that the question still has informational value and still aligns with the relevant competency.Make sure all preferred competencies in your job description are reflected somewhere in the table below. If any are missing, add rows to the table and record each missing KSAO to the right column. Then draft a question for each that has informational value.QuestionInformational ValueRelevant Competency (KSAO)Step 2: Prepare for Analysis of Interviewee ResponsesFor each row in the table you just completed, create a separate copy of the question scoring template on the next page.Enter the questions into the question scoring template.Develop scoring criteria for good, fair, and poor responses to each question. Template for Highly Structured Question ScoringQuestion[question number / identifier]Score[full text of question]Scoring Guide for QuestionGood response (4 points)[description of good response]Fair response (2 points)[description of fair response]Poor response (0 points)[description of poor response]Step 3: Develop an Interview PlanList the names of all people who will conduct interviews[add names here] Which questions, if any, are required for all interviewees?[list required questions here]Define the expectations for information sharing among interviewers.Will each interviewer meet each candidate? Separately or as a group?Will you use the MS Excel Scoring Sheet provided in this course or another method to collect data on interviews? [briefly describe your sharing plan here]Identify who will be responsible for organizing and summarizing the data gathered in interviews. Define other roles in the interview process in the table.PersonRolePart Four—Define Your Approach to Candidate SelectionIn this part of the project, you will specify the approach you’re going to take in order to obtain a rank ordering of candidates for the position you’ve been focused on throughout this project. Your specification will be comprehensive, describing key decision points throughout the hiring process.In order to satisfy this part of the project, you must complete both of the steps outlined below. You will need to refer to some work in earlier parts of the project.Instructions:Step 1: Create a selection plan.Generate a numbered list of screening decisions you will make throughout the process. Indicate what data will be used in each case, as well as what the selection criteria are for each factor you are considering.[record screen decision, data, and criteria here]Step 2: Define your approach to candidate ranking (250 – 500 words)State whether you intend to use clinical prediction, a weighted model, or statistical analysis to generate the ranked list of candidates. Be specific about how you will implement your chosen approach. For example, if you are using the weighted model, indicate how you will weight each of the criteria under consideration.Record your answer below. ................
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