Therefore, there is no need for a paper and pen integrity test since a successful candidate has already passed the integrity test if they have the required education qualifications. Question 4

I would use a structured behavior interview that is designed specifically for this particular job. This is due to the fact that the HR manager position requires someone who is straight forward in terms of their behavior. Any candidate who does not present themselves well and fails the structured behavior interview does not qualify for the position since they are not up to the challenge that the job entails. Therefore the structured behavior interview is quite essential for anyone who is interviewing for the job position (Heneman, Judge, & Kammeyer-Muller, 2012).

Question 5

I will use the cognitive ability test. This is important as it will enable me to find out the reasoning ability of the candidates. The position requires an individual who has a high reasoning ability since they have a huge task of dealing with employees' wit the organization. Therefore the cognitive ability test will be appropriate to pick the best candidate.

Question 6

Personal characteristic inventory is very essential for any candidate applying for the position. This is because through the personal characteristic inventory you will be able to find out their personal attributes. A candidate will be picked based on the attributes they have indicated in the inventory. For instance the job requires some one who is honest if one fails to indicate they are honest in their inventory then they might not get a chance of being picked for the position. There also some desirable attributes which are a must for any position...

Therefore looking at the personal characteristics inventory is very important.
Question 7

I would use the set of interview questions which are used when filliping any position. I would only use a number of them and live out others. The ones I would use is a) Tell me about a problem you solved on a previous job. This will enable me to find out their problem solving ability. I would also use b) Do you have any physical impairment that would make it difficult for you to travel on business. This that seeks to find out if the applicant is at a position to travel anywhere they are sent on business. d) Are you currently unemployed, and if so why? This is essential for a background check of the candidate. e) the position requires fresh ideas and energy.do you think you have those qualities. This is aimed at finding out from the applicant if they think they are the most suitable candidate .f) what is your definition of success? This is used to find out what the candidate terms as being success. Finally h) How well do you work under pressure. This is aimed at finding out how well the applicant can sustain pressures that comes with the position. On the other hand I would not use c) Have you ever been tested for AIDS and g) What kind of sports do you like since they are all personal questions and they are not related to the job description in any way (Heneman, Judge, & Kammeyer-Muller, 2012).

References

Heneman, H.G, Judge, T.A, & Kammeyer-Muller, J.D. (2012). FYI text book is Staffing Organizations (7th ed) .

Spoden, C.M.(2012). EEOC Guidance to Avoid Negligent Hiring.Retrieved july 25,2013 from http://www.stites.com/news/763/eeoc-guidance-to-avoid-negligent-hiring