HRM 635 Specify one standard interview question an organization would ask a candidate for a particular position

Grand Canyon University HRM 635 Specify one standard interview question an organization would ask a candidate for a particular position-Step-By-Step Guide

This guide will demonstrate how to complete the Grand Canyon University HRM 635 Specify one standard interview question an organization would ask a candidate for a particular position 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 Specify one standard interview question an organization would ask a candidate for a particular position                            

Whether one passes or fails an academic assignment such as the Grand Canyon University HRM 635 Specify one standard interview question an organization would ask a candidate for a particular position  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 Specify one standard interview question an organization would ask a candidate for a particular position                          

The introduction for the Grand Canyon University HRM 635 Specify one standard interview question an organization would ask a candidate for a particular position  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 Specify one standard interview question an organization would ask a candidate for a particular position                          

After the introduction, move into the main part of the HRM 635 Specify one standard interview question an organization would ask a candidate for a particular position  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 Specify one standard interview question an organization would ask a candidate for a particular position                          

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 Specify one standard interview question an organization would ask a candidate for a particular position                            

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 Specify one standard interview question an organization would ask a candidate for a particular position

Re: Topic 3 DQ 1

The healthcare sector in the United States has faced a persistent nurse shortage. Therefore, recruitment and selection are critical in identifying the appropriate candidates for various nursing positions. This discussion examines a standard interview question, its role and the expected response from a candidate.

Healthcare organizations in the United States are constantly experiencing a continued shortage of nurses. This shortage is expected to grow in the next decade (Yeager & Wisniewski, 2017). As a result, recruitment and selection are critical as it helps find the appropriate candidate for a specific job, impacting the performance of an organization and, ultimately, its success (Hamza et al., 2021). Organizations use standard interview questions to minimize bias and emphasize issues that directly affect performance. An example of a standard interview question for a staff nurse job candidate would be, “How do you deal with a crisis?”

The standard interview question was developed due to its effectiveness in collecting information concerning the personality and character of the candidate. Collecting vital details on a one-on-one basis concerning the candidate being interviewed for the staff nurse position is important. The interview question is important in nursing practice due to the nature and essence of the information collected (Slade & Sergent, 2023). The expended response to the question would concern how the client would behave in a crisis. For instance, they can explain how they recognized the crisis, making decisions with minimal information and communicating effectively with other healthcare practitioners (Kim, 2021). This information will help determine if the candidate can handle crises as a staff nurse.

Conclusively, the United States must address the perennial nurse shortage issue. Recruitment and selection is necessary for the human resource to identify the appropriate candidates for specific positions. Standard interview questions help determine specific information about a candidate without being biased.

References

Hamza, P. A., Othman, B. J., Gardi, B., Sorguli, S., Aziz, H. M., Ahmed, S. A., Sabir, B. Y., Ismael, N. B., Ali, B. J., & Anwar, G. (2021). Recruitment and selection: The relationship between recruitment and selection with organizational performance. International Journal of Engineering, Business and Management, 5(3), 1–13. https://doi.org/10.22161/ijebm.5.3.1  

Kim, S.-J. (2021). Crisis leadership: An evolutionary concept analysis. Applied Nursing Research, 60. https://doi.org/10.1016/j.apnr.2021.151454  

Slade, S., & Sergent, S. R. (2023, April 24). Interview techniques. https://www.ncbi.nlm.nih.gov/books/NBK526083/  

Yeager, V. A., & Wisniewski, J. M. (2017). Factors That Influence the Recruitment and Retention of Nurses in Public Health Agencies. Public Health Rep, 132(5), 556–562. https://doi.org/https://doi.org/10.1177%2F0033354917719704  

Sample Answer 2 for HRM 635 Specify one standard interview question an organization would ask a candidate for a particular position

I work in insurance, auto insurance specifically which means we are interacting with customers on a daily basis to restore their lives to pre-accident condition. The hiring and interviewing process is fairly straightforward as hiring managers use the STAR method when conducting interviews. All questions are behavior in nature to determine how you would or have responded in a given situation. For my selected position of a Liability Claims Adjuster, I would use structured questions, which are a lists of questions ahead of time. (Dessler, 2020) Given the position requires heavy customer interaction, I would want to know how a candidate responds in difficult or tough situations. One of my interview questions would be, “Tell me about a time when you failed to meet a customer’s expectation and how did you handle it”?  The response I would I expect from a potential candidate would be something along the lines of, ” I was working with a customer that needed her order by a certain date but when the date came her shipment was delayed from our warehouse so out of customer service we refunded the payment for her order and once it was available we shipped the order free of charge. While the customer was disappointed, the customer was happy to receive a refund and also receive the order. Behavioral questions can cause even a seasoned employee to stumble but letting the organization know how you handled a situation, that could have turned into irate customer, will give the interviewer an idea of your temperament.

Dessler, G. (2020). Human resource management (16th ed.). Pearson/Prentice Hall. ISBN-13: 9780135172780

Sample Answer 3 for HRM 635 Specify one standard interview question an organization would ask a candidate for a particular position

A crucial part of the employment hiring process is asking candidates a set of pre-screening interview questions. These questions should help you determine if the candidate might be a good fit for the open position before you call them in for an in-person interview. Conducting a pre-screening phone interview can help you narrow down your candidate pool and speed up the interview process. Pre-screening questions are a great way to get a first impression of potential candidates, learn about their interpersonal skills, and go over the basic requirements of the job before you spend time conducting an extensive interview. During a pre-screening interview, you can learn the applicant’s necessary information to determine how well they meet your required criteria. You can also get a first impression of the person, which you can add to notes for other team members who might also interview the candidate. Employers give pre-employment tests to see if your skills match the requirements within the job description. For example, if an employer is hiring for a copywriter position, they might administer a writing test to find out if your skills match their expectations. An employer may decrease their company’s turnover rate if they hire someone who passes a skills test because it shows how an applicant can apply their knowledge. This is why an organization has to prepare a well-detailed and planned structured interview before hand.

Specify one standard interview question, including the job title. Discuss why you developed this question and the response you would expect a potential candidate to provide. Assuming, my organization is hiring someone who has professional office skills, this is the question we should ask:

1. What do you think is the most important factor in managing an office effectively and efficiently? Explain how you have done this in the past.

1. What is your approach to problem-solving? Give an example of where your approach has been effective.
2. What experience do you have with interpreting policy and disseminating guidelines and developing procedures for others? But for interpersonal skills, we should ask:
3. What are your strengths? What are your weaknesses?
4. Describe experience supervising other employees. How do you measure your effectiveness in this area?
5. What would your last boss say about you?
6. Describe how you like to be managed, and the best relationship you’ve had with a previous boss.
7. What do you do when you know you are right and your boss disagrees with you? Give me an example.
8. If your colleagues had an opportunity to tell us your primary strength-what would that be? And, your primary weakness-what would that be? For leadership, we would ask:

1. How would you describe an ideal supervisor?

1. What strengths did you rely on in your last position to make you successful in your work?
2. As a supervisor, it is essential to motivate employees in your area. Sometimes this must be done using non-monetary means. Please describe some creative ways you have motivated and recognized employees in the past non-monetarily. And finally, for management, we would ask:
3. Define professional behavior and/or conduct appropriate in the workplace.
4. Why do you think a team of people – sports team, work team, may not work well together?
5. Tell us about your management style – people, teamwork, direction?
6. Describe an ideal supervisor.
7. What is your own philosophy of management?
8. How have you participated in planning processes?

These questions are from the Huma Resource Management System, and it covers all the requirements needed to display before an employee is interviewed or hired.

References:

Doll, J. L. (2017). Structured interviews: Developing interviewing skills in human resource management courses. Management Teaching Review, 3(1), 46-61. https://doi.org/10.1177/2379298117722520

Dessler, G. (2016). Human Resource Management (15th ed.). Pearson Education