Question 1:

• Answer: make the hiring decision
• Explanation: HR professionals are heavily involved in establishing procedures, ensuring legal compliance, and representing employee interests. However, the final hiring decision is often made by the line manager, who will directly supervise the new employee.

Question 2:

• Answer: all of the above
• Explanation: Effective onboarding is a comprehensive process that includes introducing the newcomer to organizational culture (sources of influence), providing mentorship, and integrating them into their team.

Question 3:

• Answer: General mental ability
• Explanation: The Big 5 personality traits are Extroversion, Neuroticism, Conscientiousness, Agreeableness, and Openness to Experience. General mental ability (cognitive ability) is a separate construct.

Question 4:

• Advantages to Retaining Employees with Minor to Moderate Performance Issues:
  • Reduced costs: Replacing an employee is expensive, involving recruitment, hiring, and training. Retaining an existing employee, even with performance issues, can be more cost-effective.
  • Preservation of institutional knowledge: Employees with even moderate performance issues, still have institutional knowledge, and experience within the company. This is very valuable, and is lost when an employee is terminated.
• Retention Strategy:
  • Performance improvement plan (PIP): Implement a structured PIP with clear goals, timelines, and regular feedback. This shows the employee that the organization is invested in their success.
  • Targeted training and development: Identify skill gaps and provide targeted training to address them. This can boost the employee’s confidence and improve their performance.
  • Mentorship and coaching: Pair the employee with a mentor or coach who can provide guidance and support.
  • Open communication: Maintain open and honest communication with the employee, providing regular feedback and addressing concerns.

Question 5:

• Job Choice: Paralegal
  • (1) Recruitment:
    • I would recruit applicants through online job boards specializing in legal professions (e.g., Indeed, LinkedIn, specialized legal job sites).
    • I would also reach out to local paralegal associations and community colleges with paralegal programs.
    • I would network with local law firms, and legal professionals.
  • (2) Selection Tools:
    • Resume and cover letter screening: To assess the applicant’s education, experience, and writing skills. This is a baseline requirement for legal work.
    • Skills testing: To evaluate the applicant’s knowledge of legal terminology, research skills, and document preparation abilities. This ensures they have the practical skills needed.
    • Structured interviews: To assess the applicant’s communication skills, attention to detail, and ability to handle confidential information. Using a structured interview ensures all candidates are asked the same questions, minimizing bias.
  • (3) Maximizing Retention:
    • (3a) First Month:
      • Provide a comprehensive onboarding program that includes an introduction to the firm’s culture, procedures, and technology.
      • Assign a mentor to provide guidance and support.
      • Set clear expectations and provide regular feedback.
    • (3b) First 12 Months:
      • Offer opportunities for professional development, such as attending legal seminars or workshops.
      • Provide opportunities for advancement within the firm.
      • Create a positive and supportive work environment.
      • Provide regular performance reviews, and feedback.
      • Ensure that the paralegal is being given meaningful work, and is being included as a valued member of the legal team.