MGT 407 d-2. HR. Literature & Language assignment.

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Today’s new technology allows HR professionals to screen a group of candidates with a 20-minute test, job auditions, meeting in low-pressure locations, video interviews, and virtual reality (VR) assessments. As an HR professional assigned with the task of changing interview methods at your company (current or past employer), which of the five new techniques in the Lewis (2018) reading fits best with your department? How does it compare with your employer’s current methods?
In technological firms, the ability of a potential employee to practically accomplish activities is crucial to the hiring process. As a result, job auditions fit the hiring process for my IT department. Working in the IT department is all about programming, coding, and solving problems as they arise. In this regard, exposing candidates to real work through job auditions will allow me and my department to understand the skills of each candidate. Unlike traditional means of hiring, job auditions do not have a standard way of doing things. This is an advantage to my department because we can expose candidates to different IT problems, limit the hours used to solve the problem, place them in teams, or even hire them for one week or a month. The dynamics of job auditions will not only allow us to identify the most qualified candidates but will also allow us to spot potential leaders in the IT industry.
Currently, the IT department uses face-to-face interviews as a way of hiring people. There have been changes made to how the face-to-face interview to identify candidates’ soft skills. However, those changes have failed to present a clear picture of the candidates. Fortunately, job auditions will rectify this problem as we will be able to identify and measure candidates’ traits and skills in scenarios relevant to the job they will be doing (Lewis, 2018).
Does a candidate’s potential role in your organization determine the interview method?
Yes, a candidates’ potential role ...