PLEASE DO NOT ANSWER THE QUESTIONS TOGETHER PLEASE ANSWER THEM SEPARTELY.
Question 1) We have all been through an some type of interview and selection process at some point in our lives. A company I applied at minus all my years for the military was Bufalo Wild Wings or a company called SRI (Strategic Resource Inc which was a military contractor for the US Military)
1. List ways that you have been evaluated for selection in a job that you have held.
2. What were the major problems with the process and the method used?
3. What suggestions would you have for that company in the future?
4. Do you find it necessary to conduct a background investigation for that job? Why or why not?
5. What recruiting sources were used? What is the advantage and disadvantage of the source used? What would you have suggested after the reading?
6. Support the reliability and validity of the method used for recruitment.
7. What metrics are used for evaluating the costs, selection rate, acceptance rate, and yield rate for recruitment and retention?
8. Now that you have evaluated a current or past employer, what do you recommend/propose for your organization (fictitious or real) for a recruitment strategy?
9. What are the risks and challenges the organization faces by implementing the plan you recommend?
10. Provide an example of ways in which it is effectively or ineffectively implemented. Elaborate upon and assess this situation.
There are many plans available online that are pertinent. If you use a plan from an online source or from your current organization, you must cite in text and provide the reference. Be certain to integrate the readings and to conduct independent research providing references (minimum 3) from various credible sources to support your opinions, ideas, and arguments. You must cite in text and include multiple references (minimum of 3) in addition to the text.
Question 4) Many employers use integrity and personality tests but some of these have been challenged in courts. One example is where the 7th U.S. Circuit Court of Appeals concluded that Rent-a-Center’s use of the MMPI personality test probably prevented mentally challenged individuals from getting promotions in the company. Shortly after this ruling, Jeannine Cruz sued the Louisiana State Police claiming that she was discriminated against based on sex because her scores on several employment tests (including the MMPI) were not high enough to warrant promotion to a trooper position. In fact, her performance on the tests indicated that she was a candidate for “sexual misconduct” and “chemical dependency/” She claimed in her suit that the tests utilized are not fair to women because men tend to score more positively than do women. Some experts think that similar lawsuits can be expected based on the Rent-a-Center case if companies do not relate the test content to specific job content.
1. Do you think employers should use integrity and personality tests to make recruiting and promotion decisions? Why or why not?
2. Can you think of some jobs where integrity and personality tests might be more appropriate than for other jobs? Give your rationale.
3. Do you think companies will use more or less integrity and personality tests in the next five years? Why?
Be certain to integrate the readings and to conduct independent research providing references (minimum 3) from various credible sources to support your opinions, ideas, and arguments. You must cite in text and include multiple references (minimum of 3) in addition to the text.
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