Question

The Wentworth Corporation is a mid-sized manufacturing company located in the metropolitan area of Atlanta, Georgia. In business for ten (10) years, it has become one of the area’s largest producers of Widgets. James Henderson and three (3) associates founded the company, which has slowly grown to employ 500 employees, primarily production workers, in its three (3) existing facilities. Henderson is the President and CEO of the corporation, and Mike Johnson is the newly appointed Manager of Human Resources. Wentworth has not employed a full-time HR manager in the past. Henderson is currently in the final stages of securing a major new account. If awarded to Wentworth, it would be a major accomplishment for the firm. However, the additional business would require setting up a new production facility in the state of Wisconsin and hiring 275 additional employees. Mike Johnson has had little experience in creating large staffing initiatives, and both he and Henderson are unsure how to proceed. Henderson and Johnson turn to HR Strategies, Inc., a consulting firm specializing in the functional areas of human resources. As a senior-level consultant in the staffing and recruitment division, you have been asked to head up the team designed to assist Wentworth in the development of a staffing initiative for the new facility. Your Stand-Alone Project responses should be both grammatically and mechanically correct and formatted in the same fashion as the project itself. In addition, you must appropriately cite all resources used in your response and document them in a bibliography using APA style.

Part E: Selection Plan (40 points) As we enter the final stages of this project, we have the results of our recruitment efforts and must now help Wentworth make the final hiring decisions for the new facility. The selection process involves the use of various assessment methods to evaluate the quality of our applicant pool. Consider and respond to the following questions. a. Discuss a selection plan for making the final hiring decisions to include the progression of an applicant to a candidate, to finalist, to job offer? b. Discuss initial applicant data collection (biodata inventories), reference checks, the initial interview, and testing for Wentworth. c. Discuss three (3) methods of final choice to be used in making the final hiring decisions and indicate the method you would use and why. Discuss who the decision makers should be within the Wentworth organization.

Answer 1

a. Selection plan for making the final hiring decisions to include the progression of the applicant:

The selection plan for the final decisions with respect to the progression of the applicant would be as follows:

1. Receiving application for the position. This is where the person would be an applicant for the particular job position.

2. Resume screening is where the company screens the same for the required fields check, qualification, work experience and the like. And here after filtering and taking the suitable resumes we would move to the next step.

3. Now these filtered and selected resumes are given a screening call whereby they become a candidate for the position offered.

4. And then the assessment test, in person interviewing would be done along with the proper background checks and reference checks.

5. Once all this have been completed successfully the finalized candidates are offered with the job and appointment letter. Thereby they are also given the required training.

b. Initial applicant data collection, reference checks, initial interview and testing for Wentworth.

Initial data collection for Wentworth was done by placing the ad for the requirement in the print and social media. For those positions where we did not require any experience we also contacted some of the top universities in order to arrange for campaigning students to send their CV’s. Various apps which were placement or job hunt oriented were also used for placing the ads.

And we also received standardized resumes which mostly were suiting the requirements placed by us. The filtered candidates were intimated via their email for the screening and in-person interview. After the same, there were proper background and reference checks done by us. Here we took the help of the Wentworth’s top executives so as to ensure there were no misappropriations and mistakes happened as this particular point is vital for the company and its growth.

The initial interview for each and every employee was conducted with regard to the positions and department to which they have applied for. For having a good hold over the same we planned the interviews on an alternate basis. This helped the management, interview panel and HR recruitment team to have a good assessment and testing of the candidates.

c. Three recruitment methods and which I would choose. Why?

1. Interview process: A prolonged interview process conducted on various days and various levels is one method which can be used for making the final decision of whom to be hired. And we can also use situational interviews which would help us understand the future behavior of the employee. There can also be an assessment testing and presentation testing conducted. We can also give group initiatives for looking into the person’s behavior when in group.

2. Reference Checking: Here we can speak to the former managers of the employee or some renowned people whom he or she might have kept in for reference. We can even conduct a little background check so as to know about the person’s behavior and circle.

3. Experience Evaluation: This is something where the candidate is hired solely on the basis of his or her past experience.

As far as I’m concerned I would select or hire an employee on the basis of a proper interview as this where we can grab an understanding about the employee on a wide horizon and fix if he or she would fit my ambit and requirement.

And the decision makers in Wentworth according to me should be the department leads for each of their hiring along with the top executive of that department. For example, if we are hiring a web developer, then the manager of the team and the CTO (Chief Technical Officer) should make the decision and stating the reason they should put forth the same to the CEO and then it should be a collective decision.