hi

can you help me and explain and answer this question

based on the selection plan file which I attached we have to cover and answer the evaluation plan

Discuss in your report how your team will evaluate the reselection plan for the night stock clerk your team built. Explain the main features of this evaluation plan. There are no tools built for this section of the project, only discuss and explain

my file is :

Selection committee

Generally, the purposes and the main functions of the Selection Committee in Loblaw are to fulfil the organization requirements of labour forces in convenient and cost effective manner. Regarding this matter, it is important to provide the members of the committee with relevant and appropriate information about those aspects of the selection process. The organization needs to recruit a night stock clerk and thus the selection committee has to carry out the screening process for the recruitment of a night stock clerk. The members of selection committees are generally involved in the whole selection process, such as short listing, interviews, reference checking, and decision making. The Selection committee is generally formed for various types of reasons, which include the selection of the most eligible person for the special position of the company (Van der Linden, et al 2017). The candidates can appear as a person to send their resume or curriculum vitae or can submit an application letter; in this case, the selection committee will look after all of these materials and evaluate more to select the candidates in the right way. Selection committees are generally used to form by the senior manager who cares about workplace accessibility, equity as well as diversity.

The actual function of the selection committee is to assess the qualifications of the candidate and further decide which candidate is best suitable for the particular position (Kocot, et al 2019). The selection committee can assess the candidate programs as well as the recruitment methods. They have the right to survey, interview, or both. The selection committee can also consider the referee's comments and can evaluate others from the occupational assessment tools (such as the performance scale of the HR). For a night stock clerk, it is important to verify that the applicant can manage, checking and updating the inventory records, operate a forklift, unpack merchandise as well as stocking shelves.

Selection committees are meant to be the most critical parts of the recruitment process to the best candidates who have the original skills as well as the experience needed for the particular job. The interview taken by the committee helps to extract or weed out the candidates who are not used to fulfilling the requirements or do not have enough skills and experience for the job which is needed. At last, the final selection of the candidates is made on the basis of personal skills and professional expertise.

Selection committee confidentiality form

The confidential information like personal information of the candidates as well as the interviews committee's decision on selection matters must be protected and thus it is important to make an agreement among the members of the interview committee that the entire confidential information will be secured and protected (Perimeter, 2021).

It is important to have a clear understanding of the candidate who is involved in the screening and confidential information about those must be protected.

It is also important to know the reason behind the recipients' knowing the information.

The obligation of receiving party obligation must be understood and managed.

The term or period of the form must be specified.

The members of an interview committee possess confidential private information and they need to keep the information secure. Moreover, the members should not disclose that information to anybody unless and until any legal case occurred. The confidential information about the interview candidate must be protected, as that information is private and confidential (Harroch, 2021). The members of the interview committee obtain information about the candidates, which belong to the organization.

The entire members of the interview committees must sign the confidential agreement to accept a position in the interview committee.

The selection committee confidentiality form must include a title of the position in the recruitment plus selection procedure (SHRM, 2021).

Signature of the interview committee member

Date

And

Agreement regarding confidentiality at the time of serving an interview committee

For the position of night stock clerk in Lablaw

Body paragraph containing all terms and conditions for the member of interview committee

Date

Signature of the interview committee member

Name of interview committee member

Name of the committee member

Figure 1: Selection committee confidentiality form

Source: Prepared by author

Screening tool

These processes of selecting the candidates, most employers use to find and select the best talent possible for an open position include the following:

1. Post open positions on career or job sites to solicit or to submit resumes and employment applications.

2. Pre-screening is to be done to eliminate the candidates who are not used to fulfilling or meeting the basic requirements of the position in the company.

3. The most important point is to use a preliminary assessment to screen out those who lack the desired level of skills and competencies for the job. It is important to verify whether the applicant can manage, checking and updating the inventory records, operate a forklift, unpack merchandise as well as stocking shelves

4. Performing an in-depth assessment through interviews and job simulations to select candidates with the highest potential for job success.

5. Verifying employment records that are generally stated by the applicant and his or her qualifications.

Some of the major use of these screening tools is:

To Identify the Eligible Job Candidates: In this case, to identify the candidates who are generally available for the job needs a screening process (Kocot, et al 2019). A comprehensive employment application and an efficient applicant tracking and resume management system are key and important tools that generally enable an employer to identify the candidates who generally have enough skills and experience to meet the requirements of the open position.

Pre-Screening of Candidates: The pre-screening is also one of the important processes that typically begins with the review of an application of the candidates employment and resume which is generally followed by a telephonic interview (Van der Linden, et al 2017). A recent trend that has been used by some organizations is to use the social networking profile of the candidates as a tool for the screening process.

Applicant tracking and resume management: Technology is one type of thing nowadays which can reduce time, and it takes busy hiring managers to screen job candidates. Many companies use an online application process that includes behavioral assessment tools that have been internally validated.

The actual goal is to adopt a robust and efficient and appropriate hiring system that saves the time of managers and results in enhancing the quality of hiring and drives cost savings through a reduction in paper.

In our screening tools for night stock clerks, there are some criteria considered and graded in which the selection committee must verify the applicants, whether they received the minimum of requirements, such as Diploma qualification, relevant work experiences, forklift certification, Having experience with label scanning, Good physical fitness and high stamina, Team Experience, Software certification or abilities.

Reference release form

The reference release form is an essential document that contains important information about the aspirant candidate and thus it helps in screening the candidates in a more prominent way. To obtain meaningful reference information from the previous employers, the importance of the release form cannot be denied. The release form from the previous employer is an important document that ensures that the candidate does not have any litigation with the former employer. The release form thus can be important reference information and support in the screening process. The release form must have the name of the former employer. The position of the candidates in their previous organizations is also mentioned in the reference release form. In addition to this, it is also important to mention the performances of the candidates in their previous firm (Fake, 2015). Besides this, the employment tenure of the candidates in their previous organizations is also mentioned in the reference release form.

Loblaws

To whom it may concern

Name of the candidate

Body paragraph (Stating tenure of the employment of the candidate in the organization)

Performance of the candidate during the tenure

Behaviour and conduct of the candidate during that tenure

Signature of Supervisor

Name of the supervisor

Reference release form

Figure 2: Reference release form

Source: Prepared by Author

Reference checking form

The reference checking form is also an important document for screening the aspirant candidates. It can be said that it is an efficient instrument for the members of the interview and selection committee while they are screening the potential candidates for the defined position. Hence, the applicants are sometimes asked to give supporting references comparing former as well as current supervisors and colleagues. Afterward, the members of the interview and selection committee may enquire about the references given by the applicants for the purpose of verification of the given information by the applicants. Regarding this matter, the importance of the reference checking form is immense and the checking form supports in obtaining information such as characteristics traits of the candidates, along with the information about their behaviors in their previous organizations. The form contains questions that are useful in knowing the capacity of the applicant, the applicants' tendency to take initiative, how the applicant gets along with the other employees (Bramer, 2018). Whether the applicant can meet the deadline and is he or punctual al this information is important to screen an aspirant candidate. In addition to this, the reference checking form is most important to gather all this information from the references more effectively.

Reference checking form

Q1: What are the characteristic traits of candidate?

Q2: What are the skills of the candidates?

Q 3: what is the capacity of the candidate?

Q 4: Does the candidate take initiatives?

Q5 Does the candidate get along well with the colleagues?