\u00a0<\/strong><\/h2>\nA Sample Answer For the Assignment: HRM 635 HRM Interview Process<\/strong><\/h2>\nTitle: HRM 635 HRM Interview Process<\/strong><\/h2>\nHRM 635 HRM Interview Process<\/p>\n
Interview Process<\/strong><\/h2>\nSection 1- Introduction<\/strong><\/h3>\nThe needs assessment at the Cantex Continuity Care Network, INC revealed that the organization is facing staff shortages at the departments of the intensive care unit (ICU) and emergency room (ER). Consequently, the assessment established that there is need of hiring more nurses at those departments to reinforce the existing workforce. Therefore, the aim of this paper is to provide detailed interview process that will be used to identify and hire the best talents in ICU and ER departments. This paper will be organized into different sections including the providing detailed description of the interview process, description of the multiple testing options, situational interview questions<\/a>, behavioral interview questions, and references list that acknowledges the various sources of secondary information.<\/p>\nSection 2- Detailed Description of the Interview Process<\/strong><\/h3>\n\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This interview process will be conducted for the two job descriptions separately. The first interview is scheduled on January 20, 2020. All the prospective nurses are expected to assemble at the <\/strong>Cantex Continuity Care Network, INC\u2019s human resource offices, which is the venue for interview. The interview will begin at 9: 00 AM. The agenda of the interview is to look for competent nurses who can effectively work in ICU and cope with dynamic and demanding nature of work involved in this critical care unit. The type of interview that will be used is competence-based which connotes job specific interviews that requires the candidates to give examples of specific skills. The kind of questions that interviewers will ask will help determine if the<\/strong><\/p>\n![\"\"](\"http:\/\/nursingassignmentcrackers.com\/wp-content\/uploads\/2023\/06\/HRM-635-HRM-Interview-Process-300x175.png\")
HRM 635 HRM Interview Process<\/figcaption><\/figure>\ncandidate has skills and knowledge needed for ICU job. The actual interview process will involve a panel consisting of human resource director or hiring manager, nurse manager representing senior management, and <\/strong>Director of intensive care unit operations.<\/p>\nOn the other hand, the interview for emergency room nurses will be conducted a day after that of ICU nurses at the same venue and time. That is, January 21, 2020 at 9:00 AM at the <\/strong>Cantex Continuity Care Network, INC\u2019s human resource offices. The agenda in this interview is to source a competent nurse who can work effectively in the overwhelming ER department. Here the type of interview remains competency based. However, the actual interview process will involve a panel consisting of human resource director or hiring manager, nurse manager representing senior management, and <\/strong>emergency room charge nurses. <\/em><\/p>\nSection 3- Testing<\/strong><\/h3>\nThis interview process will encompass various testing options for both prospective ER and ICU nurses. The options include;<\/p>\n
Job Knowledge Tests<\/strong><\/h3>\nThese tests will measure the technical and theoretical expertise of candidates in ICU and ER practice. These tests are vital in the current job descriptions because the critical nature of the jobs need high levels of competency or specialized knowledge.<\/p>\n
Integrity Tests<\/strong><\/h3>\nThese tests are designed to evaluate the integrity and ethical conducts of the candidates. The tests are vital for the organization to avoid hiring unreliable, dishonest, and undisciplined employees.\u00a0 In this case, the tests can assess personality characters of the candidates linked integrity such as conscientiousness (Lane, Raymond & Haladyna, 2015).<\/p>\n
Cognitive Ability Tests<\/strong><\/h3>\nAccording to Schmitt (2014) these tests measure the general mental capacity of the candidate which is significantly linked to the job performance. Cognitive ability tests may include the use of a General Aptitude Test (GAT) to gauge rational, numerical, and verbal reasoning.<\/p>\n
Personality Tests<\/strong><\/h3>\nPersonality tests can provide details into the cultural fit of candidates and also determine whether or not their personality can be turned into job success. Personality characteristics have been associated with task performance in various roles (Schmitt, 2014).<\/p>\n
Emotional Intelligence (EI) Tests<\/strong><\/h3>\n
Title: HRM 635 HRM Interview Process<\/strong><\/h2>\nHRM 635 HRM Interview Process<\/p>\n
Interview Process<\/strong><\/h2>\nSection 1- Introduction<\/strong><\/h3>\nThe needs assessment at the Cantex Continuity Care Network, INC revealed that the organization is facing staff shortages at the departments of the intensive care unit (ICU) and emergency room (ER). Consequently, the assessment established that there is need of hiring more nurses at those departments to reinforce the existing workforce. Therefore, the aim of this paper is to provide detailed interview process that will be used to identify and hire the best talents in ICU and ER departments. This paper will be organized into different sections including the providing detailed description of the interview process, description of the multiple testing options, situational interview questions<\/a>, behavioral interview questions, and references list that acknowledges the various sources of secondary information.<\/p>\nSection 2- Detailed Description of the Interview Process<\/strong><\/h3>\n\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This interview process will be conducted for the two job descriptions separately. The first interview is scheduled on January 20, 2020. All the prospective nurses are expected to assemble at the <\/strong>Cantex Continuity Care Network, INC\u2019s human resource offices, which is the venue for interview. The interview will begin at 9: 00 AM. The agenda of the interview is to look for competent nurses who can effectively work in ICU and cope with dynamic and demanding nature of work involved in this critical care unit. The type of interview that will be used is competence-based which connotes job specific interviews that requires the candidates to give examples of specific skills. The kind of questions that interviewers will ask will help determine if the<\/strong><\/p>\nHRM 635 HRM Interview Process<\/figcaption><\/figure>\ncandidate has skills and knowledge needed for ICU job. The actual interview process will involve a panel consisting of human resource director or hiring manager, nurse manager representing senior management, and <\/strong>Director of intensive care unit operations.<\/p>\nOn the other hand, the interview for emergency room nurses will be conducted a day after that of ICU nurses at the same venue and time. That is, January 21, 2020 at 9:00 AM at the <\/strong>Cantex Continuity Care Network, INC\u2019s human resource offices. The agenda in this interview is to source a competent nurse who can work effectively in the overwhelming ER department. Here the type of interview remains competency based. However, the actual interview process will involve a panel consisting of human resource director or hiring manager, nurse manager representing senior management, and <\/strong>emergency room charge nurses. <\/em><\/p>\nSection 3- Testing<\/strong><\/h3>\nThis interview process will encompass various testing options for both prospective ER and ICU nurses. The options include;<\/p>\n
Job Knowledge Tests<\/strong><\/h3>\nThese tests will measure the technical and theoretical expertise of candidates in ICU and ER practice. These tests are vital in the current job descriptions because the critical nature of the jobs need high levels of competency or specialized knowledge.<\/p>\n
Integrity Tests<\/strong><\/h3>\nThese tests are designed to evaluate the integrity and ethical conducts of the candidates. The tests are vital for the organization to avoid hiring unreliable, dishonest, and undisciplined employees.\u00a0 In this case, the tests can assess personality characters of the candidates linked integrity such as conscientiousness (Lane, Raymond & Haladyna, 2015).<\/p>\n
Cognitive Ability Tests<\/strong><\/h3>\nAccording to Schmitt (2014) these tests measure the general mental capacity of the candidate which is significantly linked to the job performance. Cognitive ability tests may include the use of a General Aptitude Test (GAT) to gauge rational, numerical, and verbal reasoning.<\/p>\n
Personality Tests<\/strong><\/h3>\nPersonality tests can provide details into the cultural fit of candidates and also determine whether or not their personality can be turned into job success. Personality characteristics have been associated with task performance in various roles (Schmitt, 2014).<\/p>\n
Emotional Intelligence (EI) Tests<\/strong><\/h3>\n
Section 1- Introduction<\/strong><\/h3>\nThe needs assessment at the Cantex Continuity Care Network, INC revealed that the organization is facing staff shortages at the departments of the intensive care unit (ICU) and emergency room (ER). Consequently, the assessment established that there is need of hiring more nurses at those departments to reinforce the existing workforce. Therefore, the aim of this paper is to provide detailed interview process that will be used to identify and hire the best talents in ICU and ER departments. This paper will be organized into different sections including the providing detailed description of the interview process, description of the multiple testing options, situational interview questions<\/a>, behavioral interview questions, and references list that acknowledges the various sources of secondary information.<\/p>\nSection 2- Detailed Description of the Interview Process<\/strong><\/h3>\n\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This interview process will be conducted for the two job descriptions separately. The first interview is scheduled on January 20, 2020. All the prospective nurses are expected to assemble at the <\/strong>Cantex Continuity Care Network, INC\u2019s human resource offices, which is the venue for interview. The interview will begin at 9: 00 AM. The agenda of the interview is to look for competent nurses who can effectively work in ICU and cope with dynamic and demanding nature of work involved in this critical care unit. The type of interview that will be used is competence-based which connotes job specific interviews that requires the candidates to give examples of specific skills. The kind of questions that interviewers will ask will help determine if the<\/strong><\/p>\nHRM 635 HRM Interview Process<\/figcaption><\/figure>\ncandidate has skills and knowledge needed for ICU job. The actual interview process will involve a panel consisting of human resource director or hiring manager, nurse manager representing senior management, and <\/strong>Director of intensive care unit operations.<\/p>\nOn the other hand, the interview for emergency room nurses will be conducted a day after that of ICU nurses at the same venue and time. That is, January 21, 2020 at 9:00 AM at the <\/strong>Cantex Continuity Care Network, INC\u2019s human resource offices. The agenda in this interview is to source a competent nurse who can work effectively in the overwhelming ER department. Here the type of interview remains competency based. However, the actual interview process will involve a panel consisting of human resource director or hiring manager, nurse manager representing senior management, and <\/strong>emergency room charge nurses. <\/em><\/p>\nSection 3- Testing<\/strong><\/h3>\nThis interview process will encompass various testing options for both prospective ER and ICU nurses. The options include;<\/p>\n
Job Knowledge Tests<\/strong><\/h3>\nThese tests will measure the technical and theoretical expertise of candidates in ICU and ER practice. These tests are vital in the current job descriptions because the critical nature of the jobs need high levels of competency or specialized knowledge.<\/p>\n
Integrity Tests<\/strong><\/h3>\nThese tests are designed to evaluate the integrity and ethical conducts of the candidates. The tests are vital for the organization to avoid hiring unreliable, dishonest, and undisciplined employees.\u00a0 In this case, the tests can assess personality characters of the candidates linked integrity such as conscientiousness (Lane, Raymond & Haladyna, 2015).<\/p>\n
Cognitive Ability Tests<\/strong><\/h3>\nAccording to Schmitt (2014) these tests measure the general mental capacity of the candidate which is significantly linked to the job performance. Cognitive ability tests may include the use of a General Aptitude Test (GAT) to gauge rational, numerical, and verbal reasoning.<\/p>\n
Personality Tests<\/strong><\/h3>\nPersonality tests can provide details into the cultural fit of candidates and also determine whether or not their personality can be turned into job success. Personality characteristics have been associated with task performance in various roles (Schmitt, 2014).<\/p>\n
Emotional Intelligence (EI) Tests<\/strong><\/h3>\n
Section 2- Detailed Description of the Interview Process<\/strong><\/h3>\n\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This interview process will be conducted for the two job descriptions separately. The first interview is scheduled on January 20, 2020. All the prospective nurses are expected to assemble at the <\/strong>Cantex Continuity Care Network, INC\u2019s human resource offices, which is the venue for interview. The interview will begin at 9: 00 AM. The agenda of the interview is to look for competent nurses who can effectively work in ICU and cope with dynamic and demanding nature of work involved in this critical care unit. The type of interview that will be used is competence-based which connotes job specific interviews that requires the candidates to give examples of specific skills. The kind of questions that interviewers will ask will help determine if the<\/strong><\/p>\nHRM 635 HRM Interview Process<\/figcaption><\/figure>\ncandidate has skills and knowledge needed for ICU job. The actual interview process will involve a panel consisting of human resource director or hiring manager, nurse manager representing senior management, and <\/strong>Director of intensive care unit operations.<\/p>\nOn the other hand, the interview for emergency room nurses will be conducted a day after that of ICU nurses at the same venue and time. That is, January 21, 2020 at 9:00 AM at the <\/strong>Cantex Continuity Care Network, INC\u2019s human resource offices. The agenda in this interview is to source a competent nurse who can work effectively in the overwhelming ER department. Here the type of interview remains competency based. However, the actual interview process will involve a panel consisting of human resource director or hiring manager, nurse manager representing senior management, and <\/strong>emergency room charge nurses. <\/em><\/p>\nSection 3- Testing<\/strong><\/h3>\nThis interview process will encompass various testing options for both prospective ER and ICU nurses. The options include;<\/p>\n
Job Knowledge Tests<\/strong><\/h3>\nThese tests will measure the technical and theoretical expertise of candidates in ICU and ER practice. These tests are vital in the current job descriptions because the critical nature of the jobs need high levels of competency or specialized knowledge.<\/p>\n
Integrity Tests<\/strong><\/h3>\nThese tests are designed to evaluate the integrity and ethical conducts of the candidates. The tests are vital for the organization to avoid hiring unreliable, dishonest, and undisciplined employees.\u00a0 In this case, the tests can assess personality characters of the candidates linked integrity such as conscientiousness (Lane, Raymond & Haladyna, 2015).<\/p>\n
Cognitive Ability Tests<\/strong><\/h3>\nAccording to Schmitt (2014) these tests measure the general mental capacity of the candidate which is significantly linked to the job performance. Cognitive ability tests may include the use of a General Aptitude Test (GAT) to gauge rational, numerical, and verbal reasoning.<\/p>\n
Personality Tests<\/strong><\/h3>\nPersonality tests can provide details into the cultural fit of candidates and also determine whether or not their personality can be turned into job success. Personality characteristics have been associated with task performance in various roles (Schmitt, 2014).<\/p>\n
Emotional Intelligence (EI) Tests<\/strong><\/h3>\n
candidate has skills and knowledge needed for ICU job. The actual interview process will involve a panel consisting of human resource director or hiring manager, nurse manager representing senior management, and <\/strong>Director of intensive care unit operations.<\/p>\n On the other hand, the interview for emergency room nurses will be conducted a day after that of ICU nurses at the same venue and time. That is, January 21, 2020 at 9:00 AM at the <\/strong>Cantex Continuity Care Network, INC\u2019s human resource offices. The agenda in this interview is to source a competent nurse who can work effectively in the overwhelming ER department. Here the type of interview remains competency based. However, the actual interview process will involve a panel consisting of human resource director or hiring manager, nurse manager representing senior management, and <\/strong>emergency room charge nurses. <\/em><\/p>\n This interview process will encompass various testing options for both prospective ER and ICU nurses. The options include;<\/p>\n These tests will measure the technical and theoretical expertise of candidates in ICU and ER practice. These tests are vital in the current job descriptions because the critical nature of the jobs need high levels of competency or specialized knowledge.<\/p>\n These tests are designed to evaluate the integrity and ethical conducts of the candidates. The tests are vital for the organization to avoid hiring unreliable, dishonest, and undisciplined employees.\u00a0 In this case, the tests can assess personality characters of the candidates linked integrity such as conscientiousness (Lane, Raymond & Haladyna, 2015).<\/p>\n According to Schmitt (2014) these tests measure the general mental capacity of the candidate which is significantly linked to the job performance. Cognitive ability tests may include the use of a General Aptitude Test (GAT) to gauge rational, numerical, and verbal reasoning.<\/p>\n Personality tests can provide details into the cultural fit of candidates and also determine whether or not their personality can be turned into job success. Personality characteristics have been associated with task performance in various roles (Schmitt, 2014).<\/p>\nSection 3- Testing<\/strong><\/h3>\n
Job Knowledge Tests<\/strong><\/h3>\n
Integrity Tests<\/strong><\/h3>\n
Cognitive Ability Tests<\/strong><\/h3>\n
Personality Tests<\/strong><\/h3>\n
Emotional Intelligence (EI) Tests<\/strong><\/h3>\n