DQ: Organizations may have developed a detailed interview process with standard questions for each position, pre-employment assessments, and other selection tools

Grand Canyon University DQ: Organizations may have developed a detailed interview process with standard questions for each position, pre-employment assessments, and other selection tools-Step-By-Step Guide

This guide will demonstrate how to complete the Grand Canyon University DQ: Organizations may have developed a detailed interview process with standard questions for each position, pre-employment assessments, and other selection tools assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.

How to Research and Prepare for DQ: Organizations may have developed a detailed interview process with standard questions for each position, pre-employment assessments, and other selection tools

Whether one passes or fails an academic assignment such as the Grand Canyon University DQ: Organizations may have developed a detailed interview process with standard questions for each position, pre-employment assessments, and other selection tools depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.

After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.

How to Write the Introduction for DQ: Organizations may have developed a detailed interview process with standard questions for each position, pre-employment assessments, and other selection tools

The introduction for the Grand Canyon University DQ: Organizations may have developed a detailed interview process with standard questions for each position, pre-employment assessments, and other selection tools is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.

How to Write the Body for DQ: Organizations may have developed a detailed interview process with standard questions for each position, pre-employment assessments, and other selection tools

After the introduction, move into the main part of the DQ: Organizations may have developed a detailed interview process with standard questions for each position, pre-employment assessments, and other selection tools assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.

Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.

How to Write the Conclusion for DQ: Organizations may have developed a detailed interview process with standard questions for each position, pre-employment assessments, and other selection tools

After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.

How to Format the References List for DQ: Organizations may have developed a detailed interview process with standard questions for each position, pre-employment assessments, and other selection tools

The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.

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HRM 635 Topic 3 DQ 1

Organizations may have developed a detailed interview process with standard questions for each position, pre-employment assessments, and other selection tools. Specify one standard interview question, including the job title. Discuss why you developed this question and the response you would expect a potential candidate to provide.

Sample Answer for DQ: Organizations may have developed a detailed interview process with standard questions for each position, pre-employment assessments, and other selection tools

A crucial part of the employment hiring process is asking candidates a set of pre-screening interview questions. These questions should help you determine if the candidate might be a good fit for the open position before you call them in for an in-person interview. Conducting a pre-screening phone interview can help you narrow down your candidate pool and speed up the interview process. Pre-screening questions are a great way to get a first impression of potential candidates, learn about their interpersonal skills, and go over the basic requirements of the job before you spend time conducting an extensive interview. During a pre-screening interview, you can learn the applicant’s necessary information to determine how well they meet your required criteria. You can also get a first impression of the person, which you can add to notes for other team members who might also interview the candidate. Employers give pre-employment tests to see if your skills match the requirements within the job description. For example, if an employer is hiring for a copywriter position, they might administer a writing test to find out if your skills match their expectations. An employer may decrease their company’s turnover rate if they hire someone who passes a skills test because it shows how an applicant can apply their knowledge. This is why an organization has to prepare a well-detailed and planned structured interview before hand.

Specify one standard interview question, including the job title. Discuss why you developed this question and the response you would expect a potential candidate to provide. Assuming, my organization is hiring someone who has professional office skills, this is the question we should ask:

What do you think is the most important factor in managing an office effectively and efficiently? Explain how you have done this in the past.

What is your approach to problem-solving? Give an example of where your approach has been effective.
What experience do you have with interpreting policy and disseminating guidelines and developing procedures for others? But
DQ Organizations may have developed a detailed interview process with standard questions for each position, pre-employment assessments, and other selection tools

for interpersonal skills, we should ask:
What are your strengths? What are your weaknesses?
Describe experience supervising other employees. How do you measure your effectiveness in this area?
What would your last boss say about you?
Describe how you like to be managed, and the best relationship you’ve had with a previous boss.
What do you do when you know you are right and your boss disagrees with you? Give me an example.
If your colleagues had an opportunity to tell us your primary strength-what would that be? And, your primary weakness-what would that be? For leadership, we would ask:

How would you describe an ideal supervisor?

What strengths did you rely on in your last position to make you successful in your work?
As a supervisor, it is essential to motivate employees in your area. Sometimes this must be done using non-monetary means. Please describe some creative ways you have motivated and recognized employees in the past non-monetarily. And finally, for management, we would ask:
Define professional behavior and/or conduct appropriate in the workplace.
Why do you think a team of people – sports team, work team, may not work well together?
Tell us about your management style – people, teamwork, direction?
Describe an ideal supervisor.
What is your own philosophy of management?
How have you participated in planning processes?

These questions are from the Huma Resource Management System, and it covers all the requirements needed to display before an employee is interviewed or hired.

References:

Doll, J. L. (2017). Structured interviews: Developing interviewing skills in human resource management courses. Management Teaching Review, 3(1), 46-61. https://doi.org/10.1177/2379298117722520

Dessler, G. (2016). Human Resource Management (15th ed.). Pearson Education

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Sample Answer 2 for DQ: Organizations may have developed a detailed interview process with standard questions for each position, pre-employment assessments, and other selection tools

Thanks for weighing in on our HR topic of interviewing.

I want to broaden our discussion beyond interview questions to other legal aspects of interviewing and hiring and get your thoughts. I mentioned in a previous thread that I have trained executives in effective interviewing. We will discuss this more in future weeks, but the interviewing process is extremely important. Not only does effective interviewing help organizations to get the right people in the right positions, but it can be a proactive way to reduce employee turnover, as well. However, the hiring process is also one of the areas where many organizations get into legal trouble. Because many organizations do not have the tools in-house to develop effective interviewing training, it can be very helpful for a company to hire an outside consultant or training organization to train managers and executives in, not only in effective interviewing techniques, but also in the legalities and guidelines set by the government. Many organizations are resistant to hiring outside organizations because of the cost, but the potential legal costs down the road can be far more detrimental.

Video Link:

https://youtu.be/CJhRXBpXTPI

How might you, as an HR manager, convince operations management that such a cost is needed and gain buy-in?

Do you prefer working with a team, or are you better by yourself?

Can you provide an example of when you had to work as part of a team? What were your responsibilities? How well did it work?

What do you think makes the team successful?

Have you ever experienced a problem with a team member? How was the situation resolved?

My question(s) would be around teamwork and how the candidate function on a team. In the cath lab as a team member it is very important that each member can function on the team and have the same rhythm when carrying for a patient during a procedure. A member coming to the team must understand and cable of role change in midstride. I would a potential candidate to verbalize that they able to function well and see that when someone is doing A position the can-do position B and interchange at any moment. I would also expect the candidate to express and realize that there is collegial relationship. These relationships adds to the success of the team.

One standard interview question for the job title MIST (Mobile Integrated Service Team), would be “How would you handle managements unorganized work duties? I would expect the candidate to be honest in their answers and say what they think I want to hear. I would expect them to be professional and align their actions with a resolution or suggestions that would work for both sides. I would also expect the candidate to have experience or knowledge with organization challenges, and not just walk off the job because of some problems. The reason I developed this question was the experiences I had with management within my job duties. What I have learned is management will stick together even when things seem unfair or off. Their job is to save the face of the company and find issues with employees to suffice why they respond the way they do. An interview is a structured conversation where one participant asks questions, and the other provides answers. In common parlance, the word “interview” refers to a one-on-one conversation between an interviewer and an interviewee. The interviewer asks questions to which the interviewee responds, usually providing information. That information may be used or provided to other audiences immediately or later. This feature is common to many types of interviews – a job interview or interview with a witness to an event may have no other audience present at the time, but the answers will be later provided to others in the employment or investigative process. An interview may also transfer information in both directions(bing.com). One toll I did learn about interviewing was a candidate should have answers for the interviewee. A candidate should want to know what is expected of them at the end of probation and should also want to know the advantages of promoting if any.

https://www.bing.com/search?q=interview%20questions&FORM=ARPSEC&PC=ARPL&PTAG=30074

Sample Answer 3 for DQ: Organizations may have developed a detailed interview process with standard questions for each position, pre-employment assessments, and other selection tools

A selection test that will help determine the fit of a potential employee is a personality test. Using the knowledge from the personality test the hiring team can look at the people they already have in the office space and decide if they think the personalities will co-exist or create issues. A quote from the textbook by Dessler (2019) states, “most people are hired based on qualifications, but are fired because of attitude, motivation and temperament” (p. 180). A company can potentially decrease the number of people they need to fire based on their attitude if they use the personality test to hire people that will fit in well. During the selection process it is important to be clear and transparent with each applicant about how much weight the interview and personality test carry so that the applicant is not blindsided by the results of either when it potentially alters their chances for the open position. HR can ensure they have no bias by conducting more then one type of test for the applicants so that no has a distinct advantage. Another thing that can be done is that HR is willing to work around schedules that may have a conflict during the interview process like mothers taking care of sick children or parents that need to interview at a different time because of the hours their child is a day care.

References:

Dessler, G. (2019). Human resource management (16^th ed.). Pearson Education.

Sample Answer 4 for DQ: Organizations may have developed a detailed interview process with standard questions for each position, pre-employment assessments, and other selection tools

It is important that when an organization is hiring to fill a position, that they select a candidate that fits into the culture of the organization. Some per-employment selection methods that can be used to help find the best candidate include background checks and reference checks. Dessler states “One of the easiest ways to avoid hiring mistakes is to check the candidate’s background thoroughly” (Dessler, 2020). Background checks can look at things like legal eligibility for employment, dates of prior employment, military service, education, identification, county criminal records, motor vehicle record, credit, licensing verification, Social Security number, and reference checks. Reference checks can help an organization understand what type of employee a candidate is and how they work with others. This information can help determine if they would work well in the type of work culture the organization has. I think that using these methods is standard among many organizations but it sends a message that the organization is looking for a candidate who just isn’t qualified based on education or skills, but has a attitude and social maturity that aligns with the organizations culture. Any pre-employment assessments that are used such as skills test, or even background checks should be done for every applicant being considered for the position to eliminate any biases, and using technology can help with this as well to eliminate any human biases that may occur.

Dessler, G. (2020). Human resource management (16th ed.). Pearson/Prentice Hall. ISBN-13: 9780135172780