Project Reflection

6

Tyrone Olive

Selection Process

In organizations, the hiring process is considered useful because this process assists to find the right person for the right job. In the hiring process recruitment and selection are considered the most significant procedures in human resource management (HRM). Recruitment and selection are the processes of sourcing, screening, short-listing, and selecting the most suitable candidate for a job (Kapur, 2018). The purpose of this proposal is to understand the selection or interview process in detail, which fulfill the ultimate purpose of hiring right person for a right job. The main points that have been discussed include interview venue, testing option, and types of interview questions that enable transparent and impeccable recruitment.

Detailed Description

The hiring process is an intricate processas it requires a lot of time. Sometimes the interview process may get lengthy. To select the right people for the right job the human resource department can arrange two or more interviews. Thus, the most plausible method is to embark on the hiring process with a screening interview after short-listing the candidates. The first step of the hiring process is screening interviews. The purpose is to find out whether the candidates possess enough experience and qualification required for the vacant position or not (Find Law, 2018).

The interview will be conducted at 1-3 PM. The venue would be the head office of Coca-Cola, Atlanta, Georgia, US. The type of interview will be a screening based on a brief interview after a short written test. All applicants are suggested to bring a black pointer. The electronic devices such as calculators and mobile phones are not allowed during interview and test session. The duration of the written test will be 45 minutes and the candidate will be appeared for panel interview as per scheduled. The interview panel will be included; HR director, marketing director, senior marketing, and HR managers of Coca-cola.

Testing Option

Job type: HR manager and marketing manager  

In the interview the testing option included are: 

A brief written test: There will be short questions related to the field of HR and marketing. This written test will be 20 minutes long. It based on technical as well as practical skills questions (Bateson, Wirtz, Burke, & Vaughan, 2013).

Then there will be cognitive tests for market managers for instance “Criteria Cognitive Aptitude Test (CCAT)” and the “Employee Personality Profile (EPP)” is considered the most significant test for evaluating the applicants for the position of market managers. CCAT (an aptitude test) is used to measure the ability of candidates to solve problems, think critically, apply changes, and digest new information. EPP (a personality test) is used to assess how much a candidate is suitable for the job (criteriacorp, 2020).

For HR managers there would be numerical tests and personality tests. The numerical test will be based on the calculation of basic percentage, sum, and functions because the HR manager is responsible to form compensation and benefits plans. The personality test for the HR manager will be the “Myers & Briggs” test to evaluate how much percentage of candidates is introvert or extrovert (jobdescriptionandresumeexamples, 2020). These testing options will allow the panel to know about the candidates whether they fulfill the criteria for the vacant position (Bateson, Wirtz, Burke, & Vaughan, 2013).

Interview Questions

HR managers and market manager introduction questions:

The interviewers will ask the candidates to introduce themselves. Then they will be asked about their previous experience mentioned in their CV. The interview panel could ask any question related to their experience. For instance, why you quit your previous job? What the candidate has learned so far? And the next questions could be asked related to their qualification. 

Behavioral question for HR manager:

· Tell me about your motivation source? And how will you motivate your subordinates?

· Which steps you will take to improve the company’s hiring procedures?

· How will you manage stress when there is more than one project at a time?

· How will you improve communication channels to create a positive work environment?

· How will you deal with conflict and manage to make effective benefits for the employees?

Situational questions

· What will you do if you involve in the grievance? What action will you take to tackle the problems?

· In your point of view, what are the steps or procedures will you take to improve employee skills if he/she needs the training to improve his/her performance? 

· If you want to introduce a new policy and your team resisted this change how will you handle the situation? 

· How will you manage your work in a diverse work culture?

Behavioral question for marketing manager:

· What integrated marketing strategy you worked recently?

· How much it is important to manage the budget to achieve marketing activities?

· How will you effectively use digital marketing to improve the marketing of the company?

· How will you evaluate consumer behavior?

Situational questions

· If you want to introduce new strategies and your team resisted this change how will you handle the situation? 

· What will you do if your competitors are stronger and you have less time to make a market plan that will give a competitive advantage to the company? How will you manage stress and time?

· How will you manage criticisms from internal and external stakeholders?   

· Describe a situation that needs an innovative action plan? For instance, product development, product placement, etc. 

These questions will help the panel to know well about the candidates and to select a more suitable candidate for the vacant positions.

Reference

Bateson, J., Wirtz, J., Burke, E., & Vaughan, C. (2013 , Nov). When Hiring, First Test, and Then Interview. Retrieved from Harvard Business Reivew: https://hbr.org/2013/11/when-hiring-first-test-and-then-interview

criteriacorp. (2020). Pre-Employment Tests for Marketing Managers. criteriacorp .

Find Law . (2018). The Interview Process: Selecting the "Right" Person. Retrieved from http://smallbusiness.findlaw.com/employment-law-and-human-resources/the-interview-process-selecting-the-right-person.html

Haden , J. (n.d.). 4 Behavioral Interview Questions That Reveal What a Job Candidate Is Really Like. Retrieved from Inc: https://www.inc.com/jeff-haden/4-behavioral-interview-questions-that-uncover-what-a-job-candidates-is-really-li.html

jobdescriptionandresumeexamples. (2020). Coca-Cola Hiring Process: Job Application, Interview, and Employment. Job Description and Resume Examples:

Kapur, R. (2018). Recruitment and Selection. ResearchGate , 1-15.