Hiring and Selection Case

BUS 5113

University of the People

Project Group Case 0086 A

● Job Description - Geovanni Serrano Laguna

● Recruitment Plan - Hypolith Zombre

● Selection Process - Donnarica Shaine Cruz

● Interview Questionnaire- Omar Ahmed Farah

● Conclusion - Abebe Sorsa Bodacho

 Introduction:

The ACME Company plans to select and hire the best candidates for the operational

supervisor of filling, packing, and labeling positions. The current supervisor of ACME Company

has resigned from this position to get a better job. Therefore it is imperative to find a suitable

replacement and can take over three departments: filling, packing, and labeling supervision

position. Even though Ron has identified two potential successors, the best call is to hire an

outside supervisor due to the inner conflict in the work environment. The new supervisor will

need to meet the following requirements:

Position: Operation/ Production Supervisor

Reports to: Operations manager

Location: ACME Company

Job Description:

The operation supervisor plays a vital role in the production process. He plays a vital part

in maintaining employees' productivity and morale (Tandem HR, 2021). The operation

supervisor is responsible for monitoring daily packing, labeling, and cleaning procedures to

maintain the highest quality.

Qualities:

The operation supervisor has excellent interactive communication skills that are crucial to

have clear communication and ensure employees stay informed about project progress or any

arising issues (Tandem HR, 2021). It is also imperative that the operation supervisor can interpret
and listen to employees' feedback to develop a better approach to work structure or when

completing orders. The operation supervisor has the ability to delegate to help streamline a

project, maximize profitability, and ensure efficiency to execute a successful program or project

(Tandem HR, 2021). In addition, a good supervisor needs to show that he or she is confident

when communicating with other teammates. Confidence creates a more productive and positive

atmosphere in the work environment and employees appreciate the clarity and direction because

they trust their supervisor’s leadership (CLIMB Professional Development and Training, 2019).

The ACME company needs a supervisor that can resolve conflict and is equipped and constantly

learning different conflict styles, and methods of execution to prevent and identify issues within

a department or the organization. The supervisor is also required to have great critical thinking,

creativity, and consistency that will allow him to be a great problem solver when issues arise when

meeting demands or there is a need to improve the structure of the work environment.

Responsibilities and Duties: This position ensures that employees are properly performing their

duties.

1. Coordinates and supervises worker's activities engaged in the filling, coding, labeling,

and Packaging.

2. Plan filling and labeling methods, according to the knowledge of operations and type and

quantity of product.

3. Identify and drive efforts for continuous improvement through program/process changes

and the introduction of new technology.

4. Coordinate annual retreats to boost morale, settle conflicts, and reflect on company

accomplishments (Markovich, 2017).

 5. To instruct and direct laborers in their various occupations in a manner that promotes

safety, quality, and efficiency.

6. Examines the manufacturing order to determine the product kind and amount, as well as

the containers to be utilized and other packaging needs. Before packaging, inspect

products and labeling setups. Observe and inspect packaging activities and containers for

accuracy and adherence to requirements.

Recruitment plan

The recruitment plan is an essential process in hiring employees for the organization.

However, the recruitment process may be time-consuming and costly, especially if there is no

clear direction. Job vacancies and recruiting budgets serve as the foundation of recruitment

efforts, but employing appropriate hiring practices can help to enhance them (Bika, 2019). A

recruitment strategy is a set of activities designed to successfully discover, attract, and employ

the best individuals for available positions.

We used five components of recruiting strategies for recruiting supervisors in the organization.

1. Job Analysis to figure out a compelling Job description for the Operations

Supervisor.

The organization needs to know what role and responsibilities. they need because of an identified

skill gap created by Ron's departure (Betterteam, n.d.). Writing an attention-grabbing and

thorough job description for Operations Supervisor is one of the most critical parts of the hiring

process (Indeed, n.d.). It would be good to conduct a 1:1 interview with the staff to discuss their

expectation of a 1:1 interview to discuss their supervisor roles and responsibilities. According to
Indeed (n.d.), the job description title should be as specific as possible with a captivating

summary and overview of the company that makes candidates interested and excited about the

role and the company and helps to achieve organizational goals. The plan should include only the

essentials with the core responsibilities, hard and soft skills, day-to-day activities, and describe

how the position fits into the organization (Indeed, n.d.).

2. Strategies how to fill the Job in work.

Understanding the Job description for the vacant positions is only the start, but it is essential to

know how it will meet its needs. Include all the crucial questions on how to fill a job in the plan.

For instance: Is hiring for one or multiple people? Is the position a part-time or full-time

employee? Will there be a trial period? Should the organization hire over the next week or the

next month? These are all critical questions one needs to ask when putting up a recruiting plan.

a. How to select the best candidate for the Job

According to Friedman (2014), job interviews typically disconnect from the reality of people's

day-to-day jobs. Indeed, the interview setting should judge the candidate on how they fared in

similar situations for the target roles. But the recruitment plan should improve its chances of

hiring the best candidate instead of becoming the best interviewer (Recruiterbox, n.d.).

The strategy, for example, should precisely identify the behavioral traits and abilities expected of

the Operations Supervisor candidate, aiding you in weeding out what is not necessary. Second,

other than interviews, devise additional ways for potential applicants to demonstrate if they have

what the company is looking for (Recruiterbox, n.d.). Acquiring a couple of these characteristics

might help to reduce the search pool and better grasp what to look for (Betterteam, n.d.).
 b. How to connect with the potential candidates.

There are several ways to make the first point of contact with your target group. According to

Betterteam (n.d.), these include:

● Applicant tracking systems.

● Recruitment Marketing tool

● Organization career site

● Job boards

● Social media sites

● Job fairs

● Staffing agencies

● Employee referral program

c. Meeting and evaluating the Potential candidates

According to Betterteam (n.d.), the effectiveness of a recruiting strategy is determined on how

the recruiter assesses candidates. The ACME firm should conduct a series of interviews to filter

down candidates before going further with the shortlisted individuals in their second discussion.

If a brief assessment is necessary for the role, the recruiter should offer it to evaluate the

candidate's abilities or expertise in any specific areas. Besides these basic screening methods, the

ACME company should do due diligence with employee background checks and calls to

references.
Selection Process

It is a process of choosing applicants who are the best suitable for the particular designation for

the organization.

1. Application. The applicants will be asked to complete the application form. A detailed

recruitment plan is advisable in order to attract applicants. Dan could make a list of job

descriptions, including supervising three operations at ACME Company such as filling, packing,

labeling, and what applicants should expect when hired. In addition to the application form,

separate demographic data for records could be requested to fill up. Applicants should be advised

that this is voluntary, and the affirmative action form will be kept separate from the application.

Typically, this paper contains name, age, address, telephone or cellphone number, education,

work experience, and references.

2. Screening Interview. ACME Company should assign a committee for screening the

applicant's documents and conducting interviews. Based on the information given, a screening

interview will be given to the qualified applicants. If the applicant appears to be qualified as a

replacement for Ron's position, they will then be advised to move on to the following process:

the selection test.

3. Selection Test. Since the previous process immediately identifies the applicants' skills, a

selection test is being done to determine if the applicant is suitable and can succeed in this

position. The applicants' aptitude, abilities, honesty, and motivation are being evaluated in this

process.
4. Interviewing Candidates. Dan or the recruitment team will invite potential candidates to

narrow the list of candidates. The interview could be done virtually or face-to-face. Dan and the

recruitment team could do interviews more than once, depending on how much would be needed.

Moreover, some interview techniques such as structured or patterned interviews, non-directive

interviews, and situational/problem-solving interviews could be done to find the best suitable

applicant.

5. Background Verification and Reference Check. Once Dan and the recruitment team have

selected the best suitable applicants and proceed to background verification and reference check.

6. Making the Job Offer. When the background and reference have been verified, Dan and the

recruitment team may now offer the Job to the best suitable applicant. This could be done

through telephone, letter in person, or email. In this stage, the HR department will discuss the

salary, benefits, and further conditions that must be met. Some medical requirements could also

be requested such as physical examinations or a drug screen.

Interview Questionnaire

Below is a list of questions we will ask the candidates who are being interviewed for the ACME

supervisor role to see who is best suited for the job as per Haden (2016).

● Tell us about yourself?

○ This is an open-ended question that enables the interviewer to see who is best

suited for the job at hand in terms of the hard skills, experience, expertise, and

soft skills required to fill this position; it further allows the interviewer to

diagnose the communication skills of the interviewee. This question often leads to

other follow-up questions that might help shed more light on one’s interpersonal
 skills and non-verbal skills desirable, thus to see which candidate is the most

suited for the task at hand.

● What do you consider as your most pronounced weaknesses and strengths?

○ Here every other candidate in the interview room will tell you different strengths

and weaknesses as indeed people are different and unique in their own ways.

When we ask this kind of question, we are not actually interested in the said

problems and want to stigmatize people for them, but rather want to see how well

individuals have known their weaknesses as much as their strengths and embraced

them and turned them into strengths.

● Why do you think you should be hired for this position?

○ This open question allows the candidate to showcase how well experienced,

trained, and qualified they are for the post in question; everyone should try and

depict that which makes them stand out of the crowd or make them a better

candidate compared to others. These questions also provide the space for the

candidates to tell how familiar they are with the institution they are hoping to join,

as they ought to have researched about it prior to the interview. A candidate can

also mention how well aligned they are with the company values and ethics if at

all they are compatible.

● What would your dream job be like?

○ This question allows the interviewer to check for suitability & relevance that

candidates attach to the position advertised and if they consider the veery

organization their dream destination.

● How did you hear about this advert?

 ○ This question examines the varied channels and boards of advertisements

candidates might have used to come to know about this specific advert, I think

this is a question of honesty as the company already knows what sites it used, or

at times I think it's a test of how well versed one is with the digital world where

adverts are done as opposed to the traditional referral ways.

● What kind of leadership skills would you say you possess?

○ This enables the interviewer to see and note the natural leader from the rest as

different candidates will list different qualities in their pursuit. Here, the

interviewer can see who can lead and who can't clearly.

● What are your salary expectations, and what was your salary scale in your previous job?

○ This question assists the interviewer to see varied candidate expectations, and one

can note down whom they can manage and who has higher expectations than they

can handle, thus at least financially noting their best fit.

● Why did you leave your previous/current job?

○ Here the interviewer wants to see if the reasons one left their previous jobs were

sufficient or otherwise, gauging one's retained ability if hired, or if they are a

person who simply enjoys switching careers and organizations and would

evidently leave them sooner just like their previous jobs.

● Where do you see yourself in the next five years?

○ This question enables the interviewer to see how objective and visionary different

candidates are.

○ Here, one's ambitions and career expectations are gauged to see if the advertised

post certainly does or does not equally match.

 ● Do you have any questions for us?

○ Here the interviewer wants to know if the interviewee has some questions with

them, so to have an informative session, the interviewer expects the candidates to

ask about the company policies, values, and other common questions that might

be lingering in the candidates' minds.

Conclusion

We prepared detailed strategies of ACME Company, and manager Dan should follow to

hire and select the best candidate supervisor for three operations –filling, packing, and labeling

for the effective operation of the process and achievement of the organization. Detailed job

description for the position, including job information, qualifications required for the position,

and responsibility in a transparent way. Design of recruitment plan that how to draw the best

applicants for this job the process of advertising, job posting, and incentives of the position and

to select best candidates for the position and preparing Interview questionnaire and strategies

will be used how to conduct interview either face to face or using virtual interview by a social

platform like zoom, webinar or using phone conversation

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