Job candidate evaluation and employee selection.

You are a consultant who specializes in job candidate evaluation and employee selection. A moving company
is seeking your advice about the appropriate selection measures to evaluate candidates for the position of
driver/mover. When people are moving from one home to another, they contact the moving company to take
care of relocating their belongings. The people responsible for the move are the driver/movers.
Because driving a truck is an essential function of the job, applicants must not only be physically capable of
driving, but must also have an impeccable driving record. Driving a truck is a dangerous safety hazard if the
applicant is not a good driver. Also, the job description requires that applicants for a driver/mover position with
the moving company must have the physical ability necessary to move heavy furniture safely and without
damage. An applicant unable to perform this task would be a risk to the employer, as well as to the safety of

1. What requirements would you list in the job posting & description for a driver/mover based on the information
   presented above? (please provide at least 4 requirements)
2. What type of physical ability test would you administer to the candidates? What type of tasks would you
   have them perform?
3. If you had a qualified candidate who requested an accommodation in regard to the physical abilities test, for
   example, they stated they could meet the lifting requirements with assistance from another employee, would
   you consider this request reasonable? If so, how would you go about accommodating this candidate once they
   were on the job? If not, why do you believe it wouldn't be considered reasonable?
4. Let's say you hire an individual who has stated they could meet the requirements of the job with or without
   reasonable accommodation and you later learn, from another colleague, the individual has previously been
   diagnosed with narcolepsy. You have also learned this employee has had multiple instances in which he has
   run off the road and almost hit a vehicle and or pedestrian due to falling asleep at the wheel. As the HR
   Director, what would your next steps be? Explain.
   second line of questions and data that goes with it:
   read and review the case Strategic Hiring at Skookum Digital Works and answer the 2 questions at the end of
   the scenario. Questions are
   1 What legal pitfalls might skookum have faced if it had continued a practice of selecting employees who were
   similar to the company's founders? what measures besides hiring for values could help the company avoid
   these pitfalls?
   2 Summarize two or Three principles from this chapter that could help Skpookum ensure it is hiring the kind of
   superior talent the founders say is essential to the company's strategy.
   (I will attach the Scenario as a JPEG. if you need it in another format please let me know and I will do my best)
   Third Line of questions:
   watch the video below and summarize the main concepts discussed by Dan Pink and answer the questions
   Video Link https://www.youtube.com/watch?v=x8PsRWvJz00&feature=youtu.be
5. Why is it important for employees to be engaged in their work?
6. What are some practical ways Human Resource professionals can help increase employee engagement?
7. Find an organization that has high employee engagement and describe how they maintain good
   engagement in their place of work. (you will need to do some research and cite your sources within your
   discussion post)
8. As an employee, what would continue to keep you motivated and engaged to come to work and do a great
   job every day?

Sample Solution