The selection strategy for a maintenance worker for Apex Construction Co. What I have to do first is narrow down my choices. I have about fifteen to twenty applications, and I need to lower this number to about five before I begin the actual interviewing process. From this process I should be able to find the most qualified person for the maintenance job.
The first step in the narrowing process is to eliminate all of the applicants who do not fulfill most of the requirements that are listed in the job description. The person must be able to use all basic hand and power tools. They must also have a valid drivers" license and be able to drive stick shift. Lumber dimensions is also a key knowledge that the applicant must possess. If they do not meet all of these requirements, then it is time to send this applicant the "thanks, but no thanks" letter. I have now narrowed my pool of applicants down to ten to twelve applicants at the most.
Now I must once again compare the applicant and find the more qualified ones so that I can lower the applicants in the pool to five. This is the phase when I make a spreadsheet up. I list all of knowledge, skills, and abilities a maintenance worker must possess on one side, and then I have a point value system to determine the most qualified applicants. By doing this I can weigh the more important things higher and weed out the unqualified applicants. After I find my top five applicants, I will send out the "thanks, but no thanks" letter once again.
I finally have my five most qualified applicants. From here, I will start the interviewing process. First, I will do background and reference check, and then the interviews will begin. I feel that for my job it is more important to start the interview with a few hands on tests. In construction maintenance, there is more emphasis on hands on that there is on answering the questions. The two tests that I will be offering are: wood sizes and tools (power and hand).
