How to Recruit Applicants for Key Roles at a New Office
Rhonda L. Grossley
MGMT315 – 1402B – 04
Professor Barbara Chappell
05/31/2014

Abstract
This paper will talk about the legal statues of selecting and hiring of employees. I will also discuss the type of position that is filled in the new office. I will talk about the experiences, education level, and qualifications for the position. It will also discuss the interviews and the abilities of testing, and the weaknesses and strengths. It will talk about the integrity testing and drug testing.

Introduction: The company is thinking about its company into nearby states. As the Chief Human Resource Officer as one of the initial tasks that of the employee’s tactician and to planned to employ new staff members. The office will need a least 60 employees and a part of the positions will be occupied on inside with individuals that are eager to be relocate. On the other hand, still a large portion of the total employees to be employed will stay. Mostly, the hiring would be for the operations and the marketing division separately from human resource and finances. The inside post will set up a large number of senior level posts, the lower level or other positions will require new employees. Therefore, round 60 extra employees that has to employ for the new office containing, operations manager, sales representative, operations analysts, sales manager, and etc. Employing is to go into detail in course of action and requires development and suitable reasons concerning defiance at every phase.
There are numerous legal statues affecting when selection and hiring of employees. There are numerous legal problems to look out for during when hiring new employees. In general, there are four reasons to look out for when hiring new employees, for instance, 1.) Prevent any type of discrimination, 2.) Regard the privacy right of the new applicants, 3.) Avoid from making any guarantees that can’t be kept, and 4.) Obey the lawful regulation for hiring younger applicants and immigrants. There are numerous lawful perceptive, for instance, the Age Discrimination in Employment Act, the Immigration Reform and Control Act, and the Americans with Disability Act that must keep in mind when hiring new employees. The Age Discrimination Act openly states that applicants and workers must not be discriminated at any time if at the before employment or after employment phase (eeoc.gov, 1990). It usually leads to discrimination in against older individuals and has to be prevented, particularly in course of interviews. One more vital lawful perceptive that should keep in mind when making employment related choices is the Americans with Disabilities Act. This law without doubt forbids any discrimination on the root of physical capabilities. Whether or not, job requirements specific physical capability it can be openly stated at the time of marketing for the position or else not. Likewise, the Immigrant Reform and Control Act also forbid any type of discrimination on the root of an individual’s place of origin or nationality (eeoc.gov, 1990). Also keep in mind no discrimination should be made at any time when hiring new employee. Interview questions shouldn’t try to illegal retrieved information that will lead to discrimination on the root of age, nationality or physical disability. Separately from it all, it is crucial to acknowledge the private rights of the applicants the course of testing and no material past the lawful boundaries would be tried to against the law for them.
The key position open employment and the needed qualifications are stated below.
Operations Analysts – six open position Applicant must have a bachelor degree. Separately from trained attitude and proficiency in computers is a must. The applicant must also have great communication and organizational capability along with the capability to work in a tiny business surrounding. Experience of one to three years will be exceptional.
Operations Manager – three open position Applicants that have a bachelor or master degree in this field can be considered for this spot. Furthermore, with experience of two to four years is a must. Separately from it the applicant must be capable at dealing with computer applications and have great managing skills. Team organization skills are a plus.
Finance Manager – two open positions Applicants with the requirement and degree in finance and accounting would be ideal for the position. Applicants with an experience of three years will be given first choice. An applicable post graduate degree and previous work experience will be excellent. Separately from the needed commercial knowledge the applicants are also likely to have excellent communication skills and the capability to work with a team in a tiny business surrounding.
Human Resource Executive - four open positions A post graduate degree or equivalent in human resource management is a must. Applicants with experience in dealing with staffing and payrolls activities would be ideal. Separately from excellent computer skills, the applicants are entailed to be great communication and professional in attitude.
Sales Representative – twelve open positions Graduates will be excellent for this position and a marketing or business degree will be notably valuable. Some experience and education of sales and what it contains is also imperative. On the other hand, applicants will little experience would be chosen as training can be given after employment. Separately from all the above listed requirements, the applicants could also display exceptional communication skills and capability to conduct in a friendly and influential way with assurance. Intervention abilities product expertise and lecture capabilities along with the driven force for sales are also a must.
Sales Manager – three open positions Applicants with a degree in sales management would be ideal for the position of a sales manager. Applicants that have two to six years’ experience in sales management professions would be given first choice. On the other hand, applicants with a little of two years’ experience could also submit an application. Separately from these requirements, the applicants must have excellent communication and lecture skills. They ought to be motivated and professional at building connections.
Evaluating several devices in interviews or ability tests to reject or accept applicants. The most important matter is that the business needs the finest individual’s in all positions. Thus, the job posting would have to be made on the root of complete and good judgment of applicants during interviews and tests. Selections of evaluation processes have been think through to evaluate the weakness and strengths of the people or applicants. The extremely significant between them contain job skill test, cognitive ability test, structured interviews and personality tests. All applicants should be evaluated using one or more of these techniques before making the final choice. Cognitive ability tests could be a great technique for testing the psychological ability of the applicants before to make employment choices. Most of these tests have been shown to be very helpful as analyst of employment presentation and consequently are used often for making variety choices for numerous kinds of jobs. These tests include numerous details that blow the applicants numerous capabilities and its entire mark reveal assess of the applicant’s overall psychological ability. Cognitive ability tests can be great evaluation device to assess the applicant’s substantial abilities to establish their competence (shrm.org, 2005). Separately from cognitive ability tests, there are more evaluation techniques for instance; job skill tests and personality tests that could in fact determine applicant’s competence in carry out their jobs. Job skill tests could be extremely useful at defining if the individual has the right skill and detailed scientific knowledge connected to their jobs. In circumstances where previous skills of the job are needed previously admitted into new employment, some tests could be very helpful. These are mainly necessary for circumstances where previous knowledge of a job is needed for instances, in case of the operations manager’s job (shrm.org, 2005). Personality tests are also very useful for assessing numerous personality attributes that are linked to a specific employment obligation. Personality aspects like pleasantness, honesty, friendliness, and etc. could be successfully considered during personality tests. In some businesses, interviews are generally used as evaluation utensils for employment related choices. Then again, the interviews are usually free if left up to the assessor to choose the questions. The organized interviews could be better technique of evaluation where questions are restricted to exactly employment related questions and to determine the applicants employment related strengths. An assessment for the above remarks employment post will at least contain organized interview in addition to employment job knowledge tests meanwhile a number of the jobs need some previous experience (shrm.org, 2005).
Evaluate in choosing whether or not in utilizing integrity testing and drug testing. The integrity test normally used for the lesser level position where there are possibilities that the workers might participate like theft for instances. It usually related to no managerial employment and a smaller amount of skilled jobs. The importance of truthfulness and integrity in the environment of work place causes to be contentious. Meanwhile, no employment posting in the present case is linked vastly less level, there isn’t need to contain integrity testing. Any of the integrity tests to ensure if truthfulness and integrity and that an individual’s thought might not alter after they have joined in their post (ota.fas.org, 1990). On the other hand, it can’t be said the same about testing. Job performance could be affected due to the use of alcohol and drugs. Intrinsically drug testing could surely be used to if such circumstances might appear. Tests are also capable to stop numerous problems linked to infringement of punitive laws or like other problems that might occur directly to individual working under the impact of alcohol or drugs.
Conclusion:
When setting up interviews to hire the best employee it great to find out what is the correct way to interview a potential candidate? I think that every employer should be aware of how they go by given tests and during interviews.

References
Titles I and V of the Americans with Disabilities Act of 1990 (ADA), (1990). Retrieved from; http://www.eeoc.gov/laws/statues/ada.cfm. Retrieved 05/27/2014.
The Use of Integrity Tests for Pre – Employment Screening, (1990). Retrieved from; http://ota-cdn.fas.org/reports/9042.pdf. Retrieved 05/28/2014.
Selections Assessment Methods, (2005). Retrieved from; http://www.shrm.org/about/foundation/research/documents/assessment_methods.pdf. Retrieved 05/30/2014.