Position of Mental Health Counselor Discussion

OLS376 – HR Issues
Chapter 8 – Staffing Due 11/7/22 by 10 PM
Group Members: _________________________________________________________________________

You just completed the interviewing process for the position of Mental Health Counselor for an agency that serves children. One of the candidates clearly stood out in the job interviews, and an offer is being prepared. You contacted the candidate’s previous employer to confirm dates of employment and title. Several months after you hired this candidate, an allegation of the employee’s inappropriate behavior toward a child is made. An investigation ensues. What charge does the employer need to be concerned about? How might this issue have been avoided? Explain your answers, and cite textbook page numbers.
The employers need to be concerned about being charged with negligent hiring as the company had not conducted a proper background check on the candidate before hiring who then is involved in a crime while on duty. When charged with negligent hiring, the court will investigate if the risk would have been discovered through a thorough background check, whether the nature of the job would cause more significant trouble, or , if the action was intentional.
The issue could have been avoided by conducting a thorough background check on the employee before hiring him. The employer could have also asked for an affidavit from witnesses who saw or heard any inappropriate behavior before making an employment decision.
The information is on pages 253 -255

You are conducting job interviews for the position of Mental Health Counselor. Assisting in the second interviews is the Vice President. She routinely asks candidates about the quality of their college preparation. One of the candidates graduated from University XYZ. The next candidate graduated from the same college as the VP. The VP rated the second candidate much more favorably than those from other schools. What aspects of Chapter 8 is present in this situation? Cite the concept as well as the text page number.
The aspects of chapter 8 present in this situation are Validity and reliability of measurement. The VP rated the second candidate favorably based on the university they attended rather than all their qualifications, such as their employment history, experiences, and qualities, such as their communication skills and posture. The name of the university the candidate attended does not predict their future performance in the job. The name of the university is not related to the job qualification. The university’s name doesn’t determine a candidate’s Ability to handle the job.

The concept of Validity and reliability of measurement. This information is on page 251

The company you work for is expanding its business and is in the process of opening several clinical pharmacies. You were the first clinical pharmacist on-site at a new location; you and your pharmacy technician have been instrumental in getting the pharmacy (located within a hospital) set up and established. Two/three months later, a manager is hired and he will be over a number of the clinics, including yours. When hired, you were sold on the company’s commitment to moral, ethical, and legal behavior, and the company culture was seen as very positive, upbeat, and professional. The new manager has exhibited unethical as well as illegal actions in the short time he has been on the job, and to make matters worse, he is a micro-manager. What are some staffing issues that could result from this situation? What are any other issues from concepts or topics already covered in class that might be taking place? What needs to happen, in your team’s opinion, to “fix” this issue?
Staff issues that could result from this situation are:
The Pharmacy technician and clinical pharmacist often feel like they have no input, making for poor working relationships.
The staff may feel compelled to engage in illegal actions if they feel they have no other options, but they are also likely to feel uncomfortable doing so if they know it is wrong or will get them fired.
Other issues that could result from this situation are since the new manager has neglected the company’s culture, the two employees will resent him, which will cause comfort in work. The employees, too, will lose morale to continue working.
In my opinion, the issue can be fixed by the staff writing a letter or talking to the board of directors or a board member of the clinical pharmacies explaining the bad behavior of the new manager.

OLS376 – HR Issues
Chapter 8 – Staffing
You are on the selection committee for the Customer Service Representative position at the Bank of America. The essential functions of the work are as follows, based on your job analysis:
Knowledge:
A Customer Service Representative should be knowledgeable about different software such as MS excel and MS word and their features. This knowledge will help the employees make accurate observations, analyze data in the software and give the correct feedback to the clients. For example, a customer may come complaining that their bank account balances do not add up the Representative will have to carry out quick calculations using excel and give the client feedback.
A Customer Service Representative should also know the code of ethics of Customer care that does and doesn’t to be successful.
A Customer Service Representative should also know how to write emails, answer phone calls, write social media messages, and chat. They will use this knowledge to reply to the customers if their issue was to take a few days to be addressed or if they raised the query on a social media platform such as the Twitter page

Skills:
A Customer Service Representative should possess good communication skills for effective communication with the customer. The Customer Service Representative should be polite, a good listener, and portray good nonverbal communication, such as smiling at the customer.
The Customer Service Representative should possess good problem-solving skills. Most customers often seek customer care help when they have inquiries and queries’ Employees should therefore be able to come up with solutions and assist the customer quickly.

Abilities:
The Customer Service Representative should have cognitive abilities. That is their general intelligence, literacy abilities, and numerical skills.
The Customer Service Representative should be able to interact with customers professionally, especially when dealing with difficult situations.

Other characteristics:
The Customer Service Representative should be able to provide clear, easy-to-understand directions and instructions
The Customer Service Representative should be able to respond quickly to requests for information or assistance.
The Customer Service Representative should be able to work together with other departments to help resolve problems as quickly as possible.

Focusing on the above KSAOs, how would you approach the interviewing process for this position? In other words, what methods will you utilize to determine if a candidate can perform the above KSAOs?
I will check if their job experiences that are from history. I will also call their previous employers to enquire about them.
I will carry out job knowledge tests such as drafting emails, answering calls, and replying to social media tests.
I will also ask them to assume the Customer Service Representative role, that is, try out and use an employee as the customer so that I can assess them in various areas, such as communication and problem-solving skills.
I will conduct integrity tests to determine if they can be involved in any theft.

What are some questions that you would/could ask in an interview?
Why is it important we offer you this job position?
What are your strengths? How will your strengths be beneficial to the company?
Why did you quit your previous job?
Which challenges do you think you will experience as you carry out your job duties, and how will you solve them?

Have you ever been convicted of a violation of the law?

What questions can you not or should not ask, and why?
Are you married?
What does your spouse do for a living?
With whom do you live?
Do you intend to get married?
Where were you born?
These questions are considered to be improper, and they are discriminatory.

What is negligent hiring, and what might constitute negligent hiring for this position?
Negligent hiring is a charge to a company that fails to conduct a thorough background check on a prospective employee before hiring them, who then commits a crime when carrying out their job duties.

In negligent hiring for this position, the candidate shouldn’t have been charged with discriminatory practices, such as serving specific clients poorly based on race or sexual orientation.
The candidate shouldn’t have been involved in the physical assault before. For example, a client was mean to them in their previous place of work, and they were convicted of assault.
Finally, the client shouldn’t have been involved in charges of information leakage. For example, them selling credit card information which can result in hacking.