Candidate Selection
Team E
Danielle Rucker
Toya Johnson
Javon Lewis
University of Phoenix
HRM 531
October 19, 2010
Todd Keller

Recruitment is a necessary process that organizations have to go through to staff and run a successful organization. “Just as corporations compete to develop, manufacture, and market the best product or service, so they must also compete to identify, attract, and hire the most qualified people” (Cascio, 2006). Aco has determined through workforce forecasting that they need to hire a new Warehouse Order Picker, for their Farmington Hills, Michigan location. This warehouse supports the sales operations for all the stores in Michigan. It is important that the right candidate is selected for this position. The job of a Warehouse Order Picker entails for the candidate to be technically and physically efficient. The ability to read, write, drive a Hi-lo and some data entry work is needed. The candidate must also be able to lift up to 50lbs and be able to withstand certain temperature fluctuations. As a management team we have decided to start the initial screening process by evaluating the application of twelve individuals based on the scoring system and recommend three applicants for a follow up, phone screening. The four applicants evaluated for the position were Barry, Charles, Corinna and Chris. Barry’s application was the second choice out of the four evaluated, it was passed up due to his lack of employment history. Charles application was impressive in terms of his work history but his application leaves us to believe that he may not be as flexible with his availability. Corinna shows a good work history on the sales side and could possibly be an asset to the organization within one of Aco’s store fronts. Corinna has customer service experience and appears to be college educated which could benefit the warehouse, but we question her ability to lift and work a Hi-lo. Corrina physically may not be able to handle the demands of the Warehouse Order Picker position. Chris is the candidate that we recommend for a follow up interview. He has the needed experience of working with heavy machinery and has had warehouse experience. His wage request is inline with the offerings of the position as well as his availability.
Dijon of Redford city was not chosen as one of the candidates for a follow up phone interview. He was not chosen simply because he didn’t completely fill out his application. It seems as if he does have the relevant experience for the job from previous employers, yet he failed to let interviewee’s know how long he worked for these employers. This can be a problem if we consider Dijon for employment because we don’t know the longevity of his work experience. We are looking for long term employees so that the turnover rate could be cut in half or possibly eliminated.
Michael of Farmington Hills was not selected for a phone interview because he did not complete all crucial sections of the application. At one of his previous employers, Michael failed to give the address and phone number of the establishment. We as managers need this information so that we can check references and then make a determination of whether on not we want to hire that person. Although he wasn’t considered for employment, he did have some good qualities such as availability and experience.
Matthew of Wyandotte was not chosen as a candidate only because his desired starting wage exceeds ACO’s tremendously. The positive qualities that he possesses are education, availability, and experience. Although Matthew possess these good qualities and he’s more than qualified for the position, the company cannot consider him for employment because there are other good candidates desiring less money than Matthew. If we consider Matthew, he could possibly damage our budget.
Kim of Canton was one of the candidates considered for a follow up phone interview. Kim was chosen because her application states that she is more than qualified for the position. Kim’s application was completely filled out and the positive qualities that would be assets to our company consist of education, availability, stability, experience, and longevity. Kim has worked at Ford Motor Company for 31 years and this is the only job that she has had since graduating from high school. At Ford Motor Company, Kim worked on the dock managing incoming stock and she also operated a Hilo throughout the facility. Kim’s relevant work experience makes her the perfect candidate for the job.
Toya Johnson
Based upon the duties and responsibilities required of Aco Hardware, Nathan was not chosen as a candidate for a follow up phone screening. Although Nathan possesses some good qualities it was not enough for consideration. Some of Nathan’s qualities included: availability for afternoons and weekends, prior training in the field, and management experience along with entrepreneurship, Nathan could also perform the duties safely and efficiently. However, Nathan’s disadvantages were: he did not complete all necessary sections of the application, he has been discharged by a former employer and Nathan did provide valid reasoning for leaving his previous job.
Robert was not chosen as a candidate as he incorrectly filled out the application. Also he did not meet all the necessary requirements for the position as relates to education. Although these negative factors were present, Robert did have some positive qualities. Robert has never been convicted of a crime and he is capable of performing all duties.
Steven was not chosen as a candidate since he has a job without providing a sufficient reason why. Steven’s positive qualities are: availability, stability, education, experience, computer knowledge and no previous criminal record. Although Steven is more than qualified for this position, there were others whose application were blemish free.
Tiawann was one of the candidates chosen for a follow up screen call. Tiawann’s application substantiated that he is more than qualified to fulfill the essential duties and responsibilities required for Aco Hardware. Based upon the scoring system for each candidate Tiawann received a perfect score. The scoring system included the following categories: technical, physical, cultural, stability, ambitious, and intangibles. Tiawann is educated in the field, experienced, has never been discharged by an employer, he has no prior convictions, he appropriately filled out the application, he is available both nights and weekends, he has had longevity with his work history and there are no present limitations.
Concluding Remarks
The goal of reviewing job applications and making decisions in the hiring process was to appropriately match each candidate that best fits well with the needs of Aco Hardware. This assessment has taught the team that a lot of evaluation and decision making goes into narrowing down the applicant pool. It helped to review these resumes

Reference

Cascio, W.F. (2006). Managing Human Resources: Productivity, Quality of Work Life, Profits (7th ed.) New York: McGraw-Hill