HRM 635 Selection Process

Grand Canyon University HRM 635 Selection Process– Step-By-Step Guide

This guide will demonstrate how to complete the Grand Canyon University HRM 635 Selection Process  assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.

How to Research and Prepare for HRM 635 Selection Process                        

Whether one passes or fails an academic assignment such as the Grand Canyon University HRM 635 Selection Process       depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.

After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.

How to Write the Introduction for HRM 635 Selection Process                        

The introduction for the Grand Canyon University HRM 635 Selection Process      is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.

How to Write the Body for HRM 635 Selection Process                        

After the introduction, move into the main part of the HRM 635 Selection Process      assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.

Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.

How to Write the Conclusion for HRM 635 Selection Process                        

After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.

How to Format the References List for HRM 635 Selection Process                        

The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.

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Sample Answer for HRM 635 Selection Process

Organizations use interviews to determine and select the employee’s suitability for advertised roles. Interviews allow employees to express their fit for the advertised positions and their ability to drive the realization of the stated organizational vision and mission. Different formats and types of interviews can be adopted based on the role to be filled in an organization. Therefore, this paper examines the interview approach and questions that would be adopted for the advertised position of a pediatric nurse in the organization.

Time and Place

The interview will be conducted in the executive conference room. The room is suitable since it will fit the interviewers. Each interviewee will be allocated 30 minutes of interview time. The time is adequate for the panel to determine the interviewees’ suitability for the advertised position in the organization.

Format and Interview Type

An interview format is a structured approach to organizing an interview to allow interviewers to assess the interviewees’ experience, skills, competence, and qualifications for a role. The interview format depends on factors such as the specific role, organizational policies, and the technical aspects that interviewees must demonstrate in the assessment. The interview for the position of pediatric nurse will adopt the panel interview format. The panel format entails several interviewers assessing the suitability of a candidate by asking a series of questions. The questions are asked in rapid succession and candidates are given time to respond to them. This helps the panel to assess a candidate’s suitability for the role and fit with the organization’s culture and values. The interviews will involve the interviewers and interviewees. Styles such as the use of situational and behavioral questions would be adopted in the interviews. In addition, job-specific questions and general interview questions will be asked to assess the suitability of each candidate for the role (To, 2022). The panel interview format is appropriate since it will allow individualized assessment of each candidate and accuracy in the hiring decisions that would be made.

Interview Type

The interview type for the advertised position will combine different types of questions such as situational, open-ended, and behavioral. Open-ended questions will enable the candidates to express themselves in areas such as their strengths and weaknesses in undertaking their roles. It will also allow the panel to assess the candidate’s fit to the organization’s culture and values. The situational style of interviewing will identify the candidate’s problem-solving abilities and respond to challenging situations. Behavioral type of assessment questions will focus on the candidate’s approach to driving the desired outcomes in their previous roles (Behroozi et al., 2020). The panel will use this approach to assess the needed skills such as teamwork, communication, and collaboration skills among the candidates.

Employees Involved

Different employees would be involved in the interviews. They will include the hospital’s nurse manager, human resources manager, a pediatric physician, a nurse leader, a pediatric nurse practitioner, and an external expert in hiring employees. The employees have adept knowledge and experience in hiring and the roles of a pediatric nurse. As a result, it is expected that they will hire the most suitable candidate for the role.

Pre-assessment Tool

Pre-assessment is important in human resources management since it helps the employer to know the employees’ skills before hiring them. Technological advancements have enabled organizations to adopt efficient pre-assessment tools for use in making hiring decisions (Schellmann, 2020). Harver is a new technology that would be used to perform pre-assessment in the interview. The technology allows the hiring team to select the best-fit employee for the role without bias in the process. The tool enables the organization to rank the scores of each candidate and track the hiring metrics utilized in the process to eliminate any bias (Ghodasara, 2023). It would also help the organization avoid bad hires who would not drive the desired excellence in service provision.

Situational Questions

1. What would you do if you made an error that goes unnoticed when providing care to your patients?
2. Have you ever made an unpopular decision in your role? Could you explain when, how, and why?
3. Can you tell us a period when you performed beyond your expectations? What were the driving forces for your performance?
4. Tell us about your experience with failure. When and what was it? What did you do to overcome the failure in your role?
5. How would you respond to a family of a child who denies their child to receive the mandatory vaccines? (Acosta, 2020)

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Behavioral Questions

1. How do you balance work-related and personal demands in your professional life?
2. How would you handle a colleague with whom you disagree on some aspects of patient care in your role?
3. Please tell us your approach to nurse-patient interaction
4. How would you handle an aggressive patient or family member in your specialty?
5. How would you respond to a situation that involves a disagreement between your approach and a physician’s approach to managing a case (Acosta, 2020)?

Conclusion

In summary, the panel interview format will be used. Different employees will undertake the interviews. A mixed-style interview will be used. Pre-assessment will be done to eliminate bias in the hiring process. Situational and behavioral interview questions will be asked to determine a candidate’s suitability for the advertised position.

References

Acosta, D. (2020, November 27). Common Job Interview Questions and How to Answer Them. Wall Street Journal. https://www.wsj.com/articles/common-job-interview-questions-and-how-to-answer-them-11606489538

Behroozi, M., Shirolkar, S., Barik, T., & Parnin, C. (2020). Debugging hiring: What went right and what went wrong in the technical interview process. Proceedings of the ACM/IEEE 42nd International Conference on Software Engineering: Software Engineering in Society, 71–80. https://doi.org/10.1145/3377815.3381372

Ghodasara, J. (2023). Top 15 Pre-Employment Assessment Tools. https://www.ismartrecruit.com/blog-top-pre-employment-assessment-tools

Schellmann, H. (2020, January 7). How Job Interviews Will Transform in the Next Decade. Wall Street Journal. https://www.wsj.com/articles/how-job-interviews-will-transform-in-the-next-decade-11578409136

To, D. G. (2022). Interviewing. https://my.cgu.edu/career-development/wp-content/uploads/sites/8/2022/11/Interviewing-Strategies-to-Articulate-Your-Accomplishments.pdf

Sample Answer 2 for HRM 635 Selection Process

Interview Strategy for ICU and ER Registered Nurse (RN) Position

The recruiting and interview process is vital for ensuring that the staff of highly qualified and diverse Registered Nurses (RNs) are in the ICU (Intensive Care Unit) and Emergency Room (ER). Given the high-stress conditions in these departments, the recruitment process must be thorough and incorporate preassessment tools, structured interviews, and behavioral and situational questions reflecting the real-world challenges of the ICU and ER. The following is a comprehensive interview technique to draw the best applicants for the ICU and ER RN positions, guaranteeing technical and interpersonal competencies.

Time, Place, Format, and Employees Involved

The interviews for the ER nurse and ICU positions will take three phases. This guarantees an all-around evaluation of every applicant, including clinical abilities, situational judgment, and teamwork ability, incorporating clinical tools.

Stage 1: Phone Screening

The first phase of the interview and selection process will be twenty minutes of a phone screening. This step assesses the candidates’ qualifications, including RN license, experience, and availability. Their grasp of the unique challenges in these high-stress environments will also evaluate the candidate’s general interest in the ICU or ER post. This phase will be under the supervision of the human resources (HR) manager.

Stage 2: In-Person or Video Panel Interview

The second stage will be an in-person panel interview at the healthcare institution or remotely utilizing safe video conference technology, depending on the candidate’s location. The interview will last one hour and feature the ICU or ER nurse manager, depending on the department the individual is looking for. Another person managing the interview process and ensuring adherence to diversity programs will be the human resources manager. A Senior RN from the pertinent department (ICU or ER) will also be part of the panel and could provide insight into the role’s daily tasks. Moreover, a doctor or specialist who routinely interacts with nurses in these fields will be included on the panel (Muir et al., 2023). Focusing on situational and behavioral interview questions assessing the candidate’s ability to handle pragmatic challenges in these critical care units, this panel will Panelists will comment on the candidates’ technical and personal skills.

Stage 3: Skills Assessment and Simulation

A skills-based simulation to assess the candidates’ clinical aptitude will round up the interview process. Commonly needed in ICU and ER settings, candidates will be asked to undertake activities that include triaging numerous patients in a mass casualty scenario, cardiopulmonary resuscitation (CPR), or patient management on a ventilator (Butera et al., 2021). This process, however, will be personally attended to, and the remote candidates will be invited to the medical center. The senior RN and nurse manager will attend to this testing phase, which will be conducted under reasonable conditions.

Preassessment Tool of Situational Judgment Test (SJT)

A situational judgment test (SJT) will form part of the pre-assessment that offers diversity and inclusion during hiring. In practical fields, the SJT is applied in the ICU or ER to assess applicants’ ethical judgment and capability for problem-solving and decision-making (Aylott et al., 2023). This test will focus on the candidate for those specific broad-scale crisis management and leadership capabilities (Heier et al., 2021; Hickey et al., 2020). This type of test provides details on candidates’ responses under pressure and how they would handle challenging interpersonal situations, such as communicating with dissatisfied family members or guiding a team through a significant crisis.

Why the SJT Is Suited for Diverse Candidates

Crucially crucial in critical care environments, the SJT is quite effective for assessing various non-technical traits, including emotional intelligence, communication, and teamwork. Unlike traditional assessments, which could focus more on clinical knowledge and expertise, the SJT can help candidates with the necessary soft skills even though their educational or professional history deviates from the usual path (Aylott et al., 2023; Butera et al., 2021). Studies by Heier et al. (2021) show that SJTs are less prone than other testing methods to bring cultural bias. Hence, they are ideal for selecting diverse candidates. The SJT will reflect the specific challenges of the ER and ICU.

Interview Questions

The interview will include situational and behavioral questions to ensure the hospital selects the best-qualified candidates for the ER and ICU positions. These examinations assess the candidates’ past performance and capacity to respond to occurrences they encounter in the ER or ICU.

Situational Questions

1. “You are assigned to look after a patient on a ventilator in the ICU who starts to deteriorate fast. The visiting doctor has not yet shown up. What first actions would you take, and how would you tell the family about the circumstances?”
   Purpose: This question tests the candidate’s ability to make quick decisions, handle a critical care scenario, and patient-family communication.
2. “A patient arrives in the ER alleging a suspected spinal damage, but the department is already bursting with trauma cases. In what order would you prioritize your treatment and guarantee the patient gets attention?”
   Purpose: This question tests the candidate’s capacity to protect the interests of the patient and client and handle work pressure.
3. “You receive several people from a mass casualty event while the charge nurse at the ER. How would you arrange for the staff to guarantee that every patient receives treatment as soon as needed?”
   Purpose: This question evaluates the candidate’s ability to prioritize task control and care under extreme stress.
4. “The family of a patient in the ICU worries that the recommended course of therapy is not working. How would you handle this matter to guarantee the family gets encouragement?”
   Purpose: The question assesses the candidate’s sensitivity to environmental conflict management, empathy, and interpersonal communication.

Behavioral Questions

1. “Tell us when you had to deal with a challenging patient in a hectic setting. Which techniques did you apply, and what results?”
   Purpose: This question assesses the candidate’s experience with difficult-to-manage conditions and complicated patients, more so in the ICU or ER.
2. “Tell a situation when you had to work with other medical experts to guarantee a patient’s effective recovery. How did you approach teamwork, and what part did you help to produce the intended result?”
   Purpose: This question evaluates the candidate’s ability to work efficiently, especially in an ICU or ER setup.
3. Have you ever had to decide ethically fast? What was the state of affairs, and how did you ensure patient treatment was your first concern?”
   Purpose: This inquiry tests how well the candidate can make ethical decisions under pressure.
4. “Tell us about times you had to rapidly apply a new technology or technique. How did you handle the change-over and guarantee patient safety?”
   Purpose: This question gauges the candidate simultaneously for technical accuracy and adaptation, especially for busy environments like an ICU or an ER.

Conclusion

This interview style ensures that the various cultures within the ER and ICU departments hire qualified and emotionally savvy registered nurses who can balance technical and interpersonal skills that will keep them surviving in these challenging environments. An SJT will reduce bias in selecting technically competent candidates qualified to deal with complex interpersonal problems, particularly in critical care nursing. The proposed behavioral and situational questions will provide a whole picture of the candidate’s ability to manage the specific pressures of ICU and ER nursing.

References

Aylott, L., Finn, G. M., & Tiffin, P. A. (2023). Assessing professionalism in mental health clinicians: Development and validation of a situational judgement test. PubMed, 9(6). https://doi.org/10.1192/bjo.2023.582

Butera, S., Brasseur, N., Filion, N., Bruyneel, A., & Smith, P. (2021). Prevalence and associated factors of burnout risk among intensive care and emergency nurses before and during the COVID-19 pandemic: A cross-sectional study in Belgium. Journal of Emergency Nursing, 47(6). https://doi.org/10.1016/j.jen.2021.08.007

Heier, L., Gambashidze, N., Hammerschmidt, J., Riouchi, D., Geiser, F., & Ernstmann, N. (2021). Development and testing of the situational judgement test to measure safety performance of healthcare professionals: An explorative cross‐sectional study. Nursing Open. https://doi.org/10.1002/nop2.1119

Hickey, S., Mathews, K. S., Siller, J., Sueker, J., Thakore, M., Ravikumar, D., Olmedo, R. E., McGreevy, J., Kohli-Seth, R., Carr, B., & Leibner, E. S. (2020). Rapid deployment of an emergency department-intensive care unit for the COVID-19 pandemic. Clinical and Experimental Emergency Medicine, 7(4), 319–325. https://doi.org/10.15441/ceem.20.102

Muir, K. J., McHugh, M. D., Merchant, R. M., & Lasater, K. B. (2023). Left without being seen: Nurse work environment and timely outcomes in New York and Illinois emergency departments. Journal of Emergency Nursing. https://doi.org/10.1016/j.jen.2023.11.010