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Develop a Selection Process for your First Career Job
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Table of Contents
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Pharmacist at DarScrubs
The company is looking for a highly qualified pharmacist to effectively assist the customers by analysing the
different symptoms and giving immediate responses or
treatment. The pharmacist should be able to refer the
clients to a suitable physician. It will be the responsibility of the pharmacist to interpret directives of the
physicians and identify different therapeutic abnormalities.
It is imperative for the pharmacist to have a customer
centric approach and be completely up to dated about
the latest trends and shifts in pharmaceutical science.
The pharmacist will effectively monitor the drug therapies of the customers, advise potential interventions
and actively inform the customers about the possible
side effects of the drugs (Khanam, 2021). The pharmacist is supposed to conduct health screenings of the
customers, and manage the documentation and reports
of the customers.
Specify where you located your
I found the job on laimoon.com, the job was also
first career job
posted on the website of the company.
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Selection Test 1 and Why
For the job of a pharmacist, the company should use
situational testing to analyse how the candidate is responding to different situations. The candidate will be
given a series of situations that will test his analytical,
managerial and communication skills. Through selection test, the company can effectively assess the overall suitability when it comes to core knowledge of the
candidate and provide them with different scenarios to
test their judgement and knowledge level. The primary
aim of using situational testing is to analyse how the
individual will react to various situations incurred at
the workplace (MAURER & FAY, 2018). The usage
of situational testing is considered to be highly effecting as it is a valid and reliable selection method for
healthcare professionals like pharmacist.
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Selection Test 2 and Why
For the job of a pharmacist, the company will use cognitive ability test to effectively analyse the different
abilities of the candidate directly associated with thinking, It includes the level of reasoning, verbal, perception, mathematical ability and problem solving. The
company will use the particular test to create questions
to effectively find out the overall potential of the candidate to utilise mental processes to address workbased problems and challenges (Rivard & Mueller,
2019). The company can assess the learning skills of
the candidate, and find out if he will be able to adjust
in the current work environment.
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Behaviour Interview Question 1
Tell me about a time when you had to manage conflict
at work? How did you deal with it and what challenges
did you face?
This will allow the recruiter to predict performance of
the candidate as they will know how the applicant is
adjusting based on the specific situational demands. It
will provide a glimpse of the work ethic of the applicant and their different approaches to respond to challenges (Seijts & Kyei-Poku, 2020). The recruiter will
know the overall ability of the applicant to work in a
team and deliver efficient results.
In this question the applicant will be asked how did he
manage workplace conflict as he will be required to
describe his skills, approaches and experiences to explain the question. It will be highly effective for the recruiter to determine the overall job.
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Behaviour Interview Question 2
Tell me about a time when you set a short-term or
long-term goals and achieved it?
The recruiter will ask this question to analyse the abilities of the applicant to create goals and approaches
taken by him to achieve the particular developed
goals.This will prove the ability and skills of the applicant to separate the necessary things from the irrelevant aspects (Dixon, 2019). It will allow the recruiter
to assess how motivated and committed the applicant
can be to achieve the long-term or short-term goals.
Situational Interview Question 1
Two of the workers at the workplace are not getting
along, and the customers are staring to notice the increase disruptions. How will you handle this situation?
As pharmacist are often offered a management role
therefore, they need to manage the employees to create
a positive work culture (Barclay, 2021). By asking this
question, the recruiter can assess the interpersonal
skills, communication skills, managerial skills and
conflict management skills of the applicant.
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Situational Interview Question 2 A customer asks about an OTC medicine that you have
heard about it. How would you manage this kind of situation?
When the recruiter will ask this hypothetical question,
it will give him a chance to explain how the applicant
will reach in that particular situation and he can assess
the problem-solving skills of the applicant. The recruiter can further analyse the ability of the applicant
to interact with the customers, research and customer
service skills (Martin, 2021). It is a highly effective
question as the recruiter will be aware about the
knowledge level and adept skills and core competencies of the applicant, required to make a necessary decision.
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Barclay, J. (2021). Improving selection interviews with structure: organisations’ use of “behavioural”
interviews. Personnel Review, 30(1), 81-101. https://doi.org/10.1108/00483480110380154
Dixon, J. (2019). How to answer questions in the situational judgment test. BMJ, 5(9), 35-37.
Khanam, B. (2021). The Role of the Pharmacist in Patient Care (Book Review). Clinical Research
Notes, 2(1), 01-18. https://doi.org/10.31579/2690-8816/031
Martin, D. (2021). A Partnership Model for Preparing Educators for Successful Job Interviews. Academia Letters, 2(4), 44-47. https://doi.org/10.20935/al2669
MAURER, S., & FAY, C. (2018). EFFECT OF SITUATIONAL INTERVIEWS, CONVENTIONAL
STRUCTURED INTERVIEWS, AND TRAINING ON INTERVIEW RATING AGREEMENT: AN EXPERIMENTAL ANALYSIS. Personnel Psychology, 41(2), 329-344.
Rivard, J., & Mueller, D. (2019). Testing the Cognitive Interview with Professional Interviewers:
Enhancing Recall of Specific Details of Recurring Events. Applied Cognitive Psychology,
28(6), 917-925. https://doi.org/10.1002/acp.3026
Seijts, G., & Kyei-Poku, I. (2020). The Role of Situational Interviews in Fostering Positive Reactions
to Selection Decisions. Applied Psychology, 59(3), 431-453. https://doi.org/10.1111/j.14640597.2009.00406.x
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