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Screening and Interviewing External Candidates

In a 13-slide presentation deck, develop a variety of interview questions based on the KSAs and required experience for CapraTek’s regional sales representative positions.The most common applicant screening process looks something like this:* Review of resumes/applications for basic qualifications.

* A phone interview (generally with HR).

* A screening interview with HR that may involve some initial testing, reference checking, or background screening.

* A department interview with more in-depth testing and background checking.

* Additional interviews with other stakeholders.

* A decision process.

* Offer made to selected candidate.To deepen your understanding, you are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of your professional community.* Based on your own employment experiences, what seems to be the best way to screen applicants so that only qualified applicants are actually invited to be interviewed in person?

* Are background checks and reference checks good business practices? Are they legal?

* Consider an ineffective employment interview that you, a family member, or a coworker experienced. What could the interviewer have done differently to make the interview effective?PreparationTo prepare for this assessment, complete the following:* Familiarize yourself with Chapters 5–14 of Arthur’s Recruiting, Interviewing, Selecting, and Orienting New Employees e-book, linked in the Resources.

* Read Baur, Buckley, Bagdasarov, and Dharmasiri’s 2014 article, “A Historical Approach to Realistic Job Previews: An Exploration Into Their Origins, Evolution, and Recommendations for the Future,” in Journal of Management History, volume 20, issue 2, pages 200–223. This article is linked in the Resources.

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