*10 pages Follow the steps outlined below to complete this assignment. 1. R

*10 pages
Follow the steps outlined
below to complete this assignment.
1. Read
the assignment description.
2. Download the job posting, read it carefully and, with your
partner, begin to create the selection file that includes the
six sections that must submitted.
3. Review
your six sections to ensure that everything is valid.
4. Please
ensure you save the content of your six sections to a SINGLE Word document.
Each of the 6 sections should be clearly marked Section A-F and presented in
order.
you will function as part of an actual selection
panel. you assign a piece of the work, you still need to discuss each section
and collaborate on the content for the sections and the final draft. In a real
situation, the whole panel would need to work together as a team.
Create the Selection File for Your Posting
Read and understand the assigned Recruitment Posting.
Create the following:
Section
A: Identify two targeted recruitment sources to post your job and
prepare a memo to the Boss to explain why you chose these two sources.
You
can use a simple memo format such as the one provided below so you don’t
get bogged down on the format. Although the most important points are your
additional recruitment recommendations, the memo must use a professional
format and a business style of communication.
Sample
Memo format
To:
Boss (name, title)
Organization
(from the Job Posting)
From:
(names of your team members)
Subject:
Additional recruitment sources for _______(insert your job posting role)
here.
Introduce
the reason for the memo i.e. the company is currently recruiting for
___; then identify the two sources you are recommending and provide an
explanation why you recommend these sources. The information provided
should be persuasive or compelling for the boss to consider these
sources.
Section
B: Identify your 7-10 criteria by musts and wants and rate them
according to priority.
Section
C: Identify any valid tests that could be
used in the selection process. List the tests, what they are
supposed to test (i.e. competencies such as communication, technical
proficiencies etc.) and explain why you selected these tests. You can also
do some external research regarding tests that are
typically used to evaluate various competencies or knowledge or skills required
for the position.
Section
D: Identify a list of at least seven (but no more than ten)
competencies that this position must have and choose four different
competencies from the list to assess for the required
questions in Sections E and F.
Section
E: Write two behavioural questions with expected answers (related
to the above identified competencies) that could be used as part of the
interview process. (Note: use only one competency per
question)
Identify
the competency you are assessing
Identify
the question you are using to assess that competency
Identify
the expected answers for the question – please use bullet points to
identify the key areas
Follow
the same format for the second behavioural question (competency,
question, expected answers)
Section
F: Prepare two situational questions with expected answers (related to
competencies) that could be used as part of the interview. (Note: use
only one competency per question)
Identify
the competency you are assessing
Identify
the question you are using to assess that competency
Identify
the expected answer for the question – please use bullet points to
identify the key areas.
Follow
the same format for the second situational question (competency,
question, expected answer)
This document creates a good start to a real-life file for
use by a recruitment and selection panel. In other words, the content of the
file can determine if it can be used effectively in the
selection process.
Note that the above section asks for a total of four
questions (two situational and two behavioural) with detailed, anticipated
answers. This is to allow you to practice creating both types of questions and
think about answers you expect the candidate to provide that will help you
evaluate whether they have the required experience, knowledge or skills
required for the position.
If you were doing an interview that was about 45 minutes
long, the real file would likely have more questions and would also include
questions to review and clarify details on the resume, assess motivation and to
wrap up the interview.

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