Selection system

You have been in a Document Manager position at DocuCo for 16 months. You currently have 3 subordinates working as Document Editors. Because of the high performance of your team and the fact that your closest competitor recently went out of business due to poor money management, the corporate office has given you and the other Document Managers in the area each permission to hire one more Document Editor to support the increase in business that you will each experience in the upcoming months.
Because you have never hired anyone before, you are unsure where to start and ask your supervisor for guidance. She indicates that DocuCo does not have a centralized HR function due to its decentralized, flat structure and that it is your responsibility to handle the entire hiring process including recruitment and selection. You also get the feeling that how well you do at hiring the new Document Editors will determine whether you get promoted to Area Manager next year. Each of you wants to do a good job at recruiting and hiring the best person for your team, so you will need to work together cooperatively to achieve the best outcome.
Steps:
Search for at least three descriptions for this job online. One source to research is O*Net Online (US Department of Labor). https://www.onetonline.org/ . You will need to find two other sources—perhaps a company website’s job description, information provided by a professional organization (IIE, IEEE, SHRM, etc.)
Based on these job
Be sure to include the websites for where you found the original job descriptions at the bottom of the job description
Create a Selection System
After reviewing the job description and specifications, develop your selection procedures for this job.
What kinds of selection assessments would you use (e.g., structured interview, SJT, assessment center) and why? Be sure to consider cost, validity, etc. in your answer. What characteristics (KSAOs) would you want to measure with each method?
Pick one of your selection assessments (e.g., the interview, the test) and actually create five example questions. Avoid general questions like “Tell me about yourself” or “Where will you be in five years” types of questions. Be specific and develop questions that will help you to identify skills, knowledge, successes/failures, motivation, etc. of an applicant that will help an employer to evaluate an applicant’s fit for a job.