3.3 Critical Skills
Step 1: Preliminary Reception of Applicants Step one in the human resources selection process involves potential applicants making contact with the hiring company either in person or on the phone. This step in the application process has become obsolete as most job ads are posted on the internet. It is rare for applicants to walk into a potential place of employment or call inquiring about potential positions available. The ad we have selected was posted on Indeed and therefore our company has skipped step one altogether. They are advertising their position online and providing potential applicants information about their company through that medium.
Step 2: Applicant Screening
Step two in the human resources selection …show more content…
The two main tests that would benefit this company would be ability tests and performance tests. The job agency listed job requirements such as the ability to work in a fast paced environment, being able to problem solve quickly, and being able to learn new jobs and tasks. Therefore tests like the Wonderlic Contemporary Cognitive Ability Test and Job Simulation Test would be perfect tools to assess the qualifications of applicants. The Wonderlic Contemporary Cognitive Ability test would be useful for the company to gauge how well applicants can problem solve and learn new tasks. A Job Simulation Test would be perfect for this company to assess how well the employee will work under pressure and in a fast paced environment. Both tests would benefit the company and should be used to find a good …show more content…
This is an integral step because this confirms whether or not the candidate is qualified to do the job. The job agency listed that applications must be a certified Ontario electrician and that the company would prefer maintenance/industrial experience. We believe that the hiring company would absolutely utilize this step as it is extremely important to verify whether or not candidates are credited electricians. It would be in violation of health and safety codes to hire an employee for electrical work who is not certified. The employee would be a major liability and it would be essential to confirm they are certified. The hiring company would also like to verify their work experience in an industrial environment to ensure the candidate would be a suitable employee for their type of work. This would prevent wasting time on a candidate would cannot perform well or is not comfortable in that type of work
Step 1: Preliminary Reception of Applicants Step one in the human resources selection process involves potential applicants making contact with the hiring company either in person or on the phone. This step in the application process has become obsolete as most job ads are posted on the internet. It is rare for applicants to walk into a potential place of employment or call inquiring about potential positions available. The ad we have selected was posted on Indeed and therefore our company has skipped step one altogether. They are advertising their position online and providing potential applicants information about their company through that medium.
Step 2: Applicant Screening
Step two in the human resources selection …show more content…
The two main tests that would benefit this company would be ability tests and performance tests. The job agency listed job requirements such as the ability to work in a fast paced environment, being able to problem solve quickly, and being able to learn new jobs and tasks. Therefore tests like the Wonderlic Contemporary Cognitive Ability Test and Job Simulation Test would be perfect tools to assess the qualifications of applicants. The Wonderlic Contemporary Cognitive Ability test would be useful for the company to gauge how well applicants can problem solve and learn new tasks. A Job Simulation Test would be perfect for this company to assess how well the employee will work under pressure and in a fast paced environment. Both tests would benefit the company and should be used to find a good …show more content…
This is an integral step because this confirms whether or not the candidate is qualified to do the job. The job agency listed that applications must be a certified Ontario electrician and that the company would prefer maintenance/industrial experience. We believe that the hiring company would absolutely utilize this step as it is extremely important to verify whether or not candidates are credited electricians. It would be in violation of health and safety codes to hire an employee for electrical work who is not certified. The employee would be a major liability and it would be essential to confirm they are certified. The hiring company would also like to verify their work experience in an industrial environment to ensure the candidate would be a suitable employee for their type of work. This would prevent wasting time on a candidate would cannot perform well or is not comfortable in that type of work