Business Finance Homework Help

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Capella University Screening and Interviewing External Candidates Powerpoint

 

I already started working on it. I did the structured, semi structured, and situational questions.

In a 13-slide presentation deck, develop a variety of interview
questions based on the KSAs and required experience for CapraTek’s
regional sales representative positions.

Introduction

Note: Complete the assessments in this course in the order in which they are presented, beginning with Assessment 1.

Organizations may have differing plans for hiring outside
applicants, but they often follow a common pattern when screening those
candidates.

The most common applicant screening process looks something like this:

  • Review of resumes/applications for basic qualifications.
  • A phone interview (generally with HR).
  • A screening interview with HR that may involve some initial testing, reference checking, or background screening.
  • A department interview with more in-depth testing and background checking.
  • Additional interviews with other stakeholders.
  • A decision process.
  • Offer made to selected candidate.In Assessment 4, you developed a job analysis for CapraTek’s regional
    sales representative positions. Based on that job analysis, you will
    interview candidates. Before you can do so, you must develop interview
    questions based on the required knowledge, skills, and abilities (KSAs)
    and required experience for the CapraTek position.

    Requirements

    As a member of CapraTek’s human resources team, you believe the best
    way to develop the interview plan and select the best candidate is to
    include a variety of question types. Create a PowerPoint presentation
    deck containing the following elements, one question per slide. Ensure
    that your slides are uncrowded, visually appealing, and easy to read.

  • 4 structured interview questions.
  • 3 semi-structured interview questions.
  • 2 behavioral interview questions.
  • 2 situational interview questions.

In addition, include the following:

  • Identify which question types relate to the knowledge, skills, and abilities and required experiences for CapraTek’s position.
  • Explain why the interview questions are appropriate for CapraTek’s position.
  • Explain why interview questions do not request illegal information.

Note: The requirements listed here generally describe proficient
performance for each of the required criteria. To earn full points for
each criterion, be sure to review the assessment scoring guide for
details on what constitutes distinguished performance.