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