Review the Candidate Interview video, the Maintenance Technician/Janitor job advertisement and the Maintenance Technician/Janitor job description, along with the three candidate resumes.

Compare each candidate in a total of 900 to 11100 words and include the following:

• Assess the resumes of each interview candidate.
• Discuss what recruitment strategies leadership for Sheridan apartments used to obtain candidates for selecion for the position needed.
• Utilize appropriate selection techniques to evaluate and hire the best candidate for the job.
• Include an analysis of each candidate and defend your choice.

Cite any sources according to APA formatting guidelines.

Click on the Assignment Files tab to submit your simulation review.

 

To make a good score I am looking for more in depth items gathered from the interviews that can be explained from text in our textbook.  Did you use Chapter 3 and 4 when researching it?    For example; What recruiting strategy could have been used?  There are several options defined in Chapter 3. Also, what type of interview is the interviewer using? 

I would like more than a 'broad brush' in areas that could be described in more detail.

Another area would be the selection methods (Chapter 4); two of them are background checks and employment tests.  What type of employment testing would you use?  Could you explain one or two from our textbook

Also, the person-job-fit needs to be mentioned.  These involve the KSA's (knowledge, skills, abilities). (Dessler, 2013, p. 101).

Performing these items prevent negligent hiring and possible legal problems. 

 

In the questions from the assignment, I would like you to include or define items in the video from textbook material instead of only discussing items that are apparent from the video.  For example; are the items in the resume and from the interviews sufficient for the position.  Discuss why and what are they examples of from the textbook?  These would be defined as person-job-fit involving KSA's.  I would like to see items like this displayed in-text.

 

Another area could be succession planning (Dessler, 2013, p. 72).  This is an area that many interviewers plan in their selection methods.  Could the leadership at Sheridan apartments be thinking about this when selecting a candidate?

 

Other questions to ask yourself are what employment laws would the employer need to be current and aware of when searching for candidates?  Example: Occupational Safety and Health Act (1970), Drug Screening.  These would support for leadership accident prevention and asset management in the workplace.  

Could the American Disability Act (Dessler, 2013, p. 36) be involved from a background check on a person or issues involving the Bona Fide Occupational Qualification (Dessler, 2013, p. 41)?

Also, why does the employer need to be aware of the McDonnell-Douglas Test (Dessler, 2013, p. 40) and the potential problems of discrimination that may occur because it was not followed?

 

These are items I am looking for in your paper.