1. Name three selection tools that you would consider using for a hiring program at a
Three selection tools I would consider using for a supermarket hiring program are:
(1) Verifiable resume (e.g. solid work history, excellent references, etc)
(2) Police background check (e.g. verification of criminal record, if any – especially for cash-
(3) Drug testing (e.g. supermarket prefers employees be drug-free)
2. Choose what you think is the best selection tool or combination of selection tools.
The best selection tool or combination thereof depends on the industry or job one is hiring for.
However, the above selection tools may be useful, but still may be somewhat contradictory. An
excellent worker may NOT have a verifiable resume or no ‘official’ work history at all; and the
“perfect employee” may have committed a crime in his/her teens, but may be tarnished for life
due to a criminal record. Drug testing may be somewhat valid, but there may be some
applicants whom are dangerously over-addicted to substances, such as alcohol or others where
no testing exists. “Selection” is highly subjective, although the three barriers referenced in
number one may substantiate an employer’s legal or regulatory obligations. In addition, great
bias exists via selection as humans often play favorites with or without a selection committee.
Hence, much of selection (after utilizing “selection tools”) may be left to chance, gut feelings, or
a friendly smile.
3. Justify your choice by describing the advantages of your method compared to other selection
tools that were considered.
Here you may want to elaborate more on this topic via your own thoughts or via “advantages”
of selection tools REFERENCED IN YOUR TEXTBOOK.
4. Determine whether the same selection method could be used for hiring for a Business
Manager position. Explain your answer.
The same selection method may or may not be used for hiring a Business Manager, depending
on the nature, location, and/or size of supermarket organization. Some small market chains may
use none of selection methods referenced; other supermarkets overseas or in American rural
communities may or may not use any tools either. However, usually size matters, and larger
supermarkets, such as Publix, Kroger, Piggly Wiggly, and others may use one, all, or a
combination of the selection tools referenced. In fact, for large chain stores, Business
Managers, depending on their role with the organization may not be subjected to any of the
tools – especially if they are employed remotely or for a corporate office, or alternatively have a
colleague or family member whom hires them via personal association.
5. Organize an interview and selection plan for a Business Manager position:
You may or may not want to follow the selection tools in your textbook (although, I would
recommend it for the purpose of this course). When you organize your interview and selection
plan here, perhaps you may want to make up a simple Employment Application, see:
> Then, utilize the selection tools: Ask for a verifiable resume with references, advise the
applicant (as most job applications do), “Must submit to mandatory drug testing and criminal
background check. Request the incumbent’s personal information in order to have their record
check; then, send them for drug testing.
1. Compile a list of interview questions.
>>> My Sample: (try to compile open-ended questions for a greater response)
Tell us about yourself (or work history in relation to the position)?
Have you ever been employed as a Business Manager? Where? What were your job duties?
(Note: the reason for asking this is…the applicant may have this detailed on his/her resume;
however, often enough some individuals fictionalize their paperwork and asking this sort of
question would truly reveal what’s in writing.)
Tell us about a challenging situation in your former position, and how you handled it?
Why do you want to work for us?
What do you know about us?
How long would you like to work with us?
Are you willing to relocate? Travel?
What hours are you available? Weekends? Holidays?
Do you consent to our company’s police background check and/or drug testing (the applicant
would “sign” approval for this on the application; however, some employers also ask “verbally”
as a behavioral question during the interview). See below for a list of links to sample job
interview questions you may consider referencing:
2. Explain what interviewing method you would use and why it is preferred over others.
>>> We would want to use behavioral-style interviewing with open-ended questions for our mid-
selection process. This style of interviewing is usually preferred over others because it is
specific and helps to see the “true” applicant, rather than who he/she is on paper. Questions
such as, “Tell us about a challenging experience in your former position, and how you handled
it” truly creates a situation where the incumbent would be more likely to speak truth with
SPECIFIC example(s); this shows how they react to pressure/stress/challenges; and generates
the opportunity to learn about their behavioral style. Also, if the applicant says, “There was no
challenging time in their former job,” one may assume falsehood or rephrase the question to
something like: If we hire you as our Business Manager, and “X” happens, how would you
handle it? [Hmm, do we want to hire a person whom would handle a challenging situation in
3. Detail the considerations in reaching hiring decisions for this position.
>>> You may want to add to this section referencing all of the above data with your conclusion
or considerations for hiring a supermarket Business Manager. Also refer to your textbook for
information on “final considerations” for hiring.