Posted on by Judy

Scenario 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: •Explain why the questions are appropriate for CapraTek’s position and do not request illegal information. Place your explanation in the slides’ notes area. •Describe which question type(s) relates to the KSAs or required experience for CapraTek’s position. •Include a title slide and (if needed) a resources slide.

Structured interview questions
1. What do you see as your most important responsibilities and tasks in current role.
2. What is the most difficult aspect of your job.
3. Tell me something about your biggest strength as a person. How does it help you as a professional.
4. Who is your biggest influence in your field of work.
Semi-Structured interview questions
1. What do you like most about your current job.
2. Do you think you and your coworkers communicate well. Explain by giving examples.
3. Do you feel you will be a fit for the role on offer. How?
Behavioural interview questions
Q1 Describe a situation in which you had to deal with a hostile customer. What specific actions did you take to manage that customer.
Was such a situation preventable by you or anyone else in your organisation?
Explain steps you took to ensure same isnt repeated.
Situational interview questions
Describe a situation where your direct reporting manager or another superior is angry with you for a genuine error you made and you are aware of it.
What was the error on your part?
What would you do in such a situation?
———————————————————————————————————-
On evaluating the answers of the candidate to the above question, a great deal of information and fitment can be concluded about the candidate and is thus appropriate for hiring decisions.
 
“Looking for a Similar Assignment? Get Expert Help at an Amazing Discount!”

What Students Are Saying About Us

.......... Customer ID: 12*** | Rating: ⭐⭐⭐⭐⭐
"Honestly, I was afraid to send my paper to you, but splendidwritings.com proved they are a trustworthy service. My essay was done in less than a day, and I received a brilliant piece. I didn’t even believe it was my essay at first 🙂 Great job, thank you!"

.......... Customer ID: 14***| Rating: ⭐⭐⭐⭐⭐
"The company has some nice prices and good content. I ordered a term paper here and got a very good one. I'll keep ordering from this website."

"Order a Custom Paper on Similar Assignment! No Plagiarism! Enjoy 20% Discount"

Related posts:

  1. Create 10 questions that you think would especially support identifying the KSAs of the candidates for this position. Think about what the KSAs would be for the job you selected, as well as some of the duties that come to mind. Also explain for each question, Why is this question important? What type of information are you hoping to elicit from the candidate? Example: For a computer repair technician questions might include “Describe for me the process you use to troubleshoot XYZ…” (hard skill question. “Tell me how you’ve handled a customer that was hovering over you while working on their computer” (soft skill question).
  2. Field Interview Analysis
  3. Consequences of Faulty Measurement The topic above is measurement, which is the issue of accurately measuring a person’s KSAs that are relevant to his or her job performance. We want to measure the KSAs accurately, so that the person we hire will possess those KSAs and be able to perform the job successfully. (For the moment, let’s ignore the topic of motivation—whether they want to do the job—and focus on whether they have the capabilities to do the job.) So, what if we are unable to measure KSAs accurately, as might be the case when an applicant: –lies on his/her resume –has really slick interview skills but lacks job-relevant KSAs –distorts their responses on a personality test to appear more conscientious Or what if we cannot measure KSAs accurately because we are using a poorly developed test or an unstructured interview? If we are not measuring accurately, what are the repercussions for the person and/or the organization? Is it OK to distort or fake a little in an interview or on a personality test, or inflate on a resume, because everyone else is doing it? Why or why not? Please provide a clear answers and explain.
  4. Assignment 3: Presentation of Assignment 2 Due Week 10 and worth 260 points In this assignment, you will use information from Assignment 2, and pricing and promotional information, to create a PowerPoint presentation. Imagine that you are creating this presentation to promote your new business idea to investors to help fund your business. Create a PowerPoint presentation: Provide an introduction to your presentation. Summarize your response to each of the criteria in Assignment 2 — one slide per criterion, for a total of six slides. Specify how you used feedback from your instructor for Assignment 2.Include one slide that summarizes your pricing strategy. Include one slide that summarizes your promotional strategy. Prepare a conclusion slide, which addresses key points. Narrate each slide using a microphone Your assignment must follow these formatting requirements: Format the PowerPoint presentation with headings on each slide and three to four relevant graphics (photographs, graphs, clip art, etc.), ensuring that the presentation is visually appealing and readable from 18 feet away. Check with your professor for any additional instructions.Include a title slide containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The specific course learning outcomes associated with this assignment are: Assess the retailing consumer and database management in retailing.Analyze human resource management and financial aspects of operation management in retail organizations.Examine the dimensions of operating a retail business and the development of merchandise plans.