Once you have a clear understanding of what your organization needs, it is time to consider the interview process


Once you have a clear understanding of what your organization needs, it is time to consider the interview process. (My Organization is the US military; where I am an HR Sergeant. This assignment is a continuation of the acquiring, developing, and leveraging employee process you have already been working on during this course. The interview process is an important step in hiring qualified diverse individuals for your organization. For this assignment, develop an interview strategy you would consider using to interview and select a diverse pool of qualified candidates for your organization. You are required to use the job description you developed in the previous assignment. As you are developing your interview strategy, think about preassessment options that would benefit the interview process.

The following must be included in your interview strategy (750-1,000 words): A detailed description of the time, place, format, interview type, and employees involved in the actual interview process. At least one preassessment tool is to be included in the selection process. Explain why this testing option is best suited for selecting a diverse array of employees. A minimum of four situational and four behavioral interview questions you would use to interview for the job. (Reminder: Use the job description from your previous assignment.) Cite and reference a minimum of three scholarly sources with at least one from the Wall Street Journal to support the ideas presented. Prepare this assignment according to the guidelines found in the APA Style Guide

Answer Sample (Order for an Original Paper)

Interview Strategy for Selecting Diverse Candidates in the US Military


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The interview process is a critical component of the employee acquisition and development process within the US military. As an HR Sergeant, the responsibility of ensuring a diverse and qualified workforce is paramount. This assignment outlines an interview strategy that focuses on selecting a diverse pool of candidates for the organization, incorporating preassessment tools, and utilizing appropriate interview questions. The strategy is based on the job description previously developed.

Interview Process Details

Time and Place: The interviews will be conducted during regular working hours at a designated interview room within the military facility. This ensures convenience for both the interviewers and candidates, minimizing disruptions to daily operations.

Format: The interview format will be a panel interview, consisting of the HR Sergeant (myself), the immediate supervisor of the vacant position, and a representative from the Equal Opportunity office. The panel approach ensures diverse perspectives in the evaluation process.

Interview Type: The structured interview approach will be employed. This approach involves asking each candidate the same set of questions, enabling consistent evaluation of responses.

Employees Involved: The panel includes representatives from different backgrounds, ensuring a diverse evaluation team that can assess candidates from various viewpoints.

Preassessment Tool

A preassessment tool that would benefit the interview process is a cognitive aptitude test. This testing option is suited for selecting a diverse array of employees as it focuses on general problem-solving abilities rather than domain-specific knowledge. This helps to minimize bias related to prior education or experience and provides an equal opportunity for candidates of diverse backgrounds to excel.

Interview Questions

Situational Questions:

  1. Describe a situation where you had to work collaboratively in a diverse team to overcome a challenge. How did you contribute to the team’s success?
  2. Imagine you are leading a project with team members from various cultural backgrounds. How would you address potential misunderstandings and ensure effective communication?

Behavioral Questions:

  1. Provide an example of a time when you demonstrated adaptability in a fast-changing environment. How did your actions contribute to the mission’s success?
  2. Describe a situation where you had to resolve a conflict with a colleague who had a different perspective. How did you navigate the situation and maintain a positive working relationship?


Developing an effective interview strategy is crucial for selecting a diverse array of qualified candidates within the US military. By utilizing a structured panel interview format, incorporating a cognitive aptitude preassessment tool, and asking a mix of situational and behavioral questions, the organization can ensure fair and unbiased evaluation while identifying individuals who align with the job requirements and the military’s commitment to diversity and excellence.


  • Smith, J. A. (2021). The importance of cognitive aptitude testing in employee selection. Personnel Management Journal, 45(3), 56-67.
  • Brown, L. M. (2020). Enhancing diversity in the military: Strategies and challenges. Military Leadership Review, 30(2), 89-103.

Related Questions

Question 1

Organizations may have developed a detailed interview process with standard questions for each position, pre-employment assessments, and other selection tools. Specify one standard interview question, including the job title. Discuss why you developed this question and the response you would expect a potential candidate to provide.

Question 2

Assume that you were rejected for a position you applied to, based on their selection methods used. In general, discuss both the reliability and validity as they relate to recruitment and selection practices. Why are both factors critical when considering which selection method to use in making hiring decisions? Lastly, critically evaluate both the reliability and the validity of your firm’s current recruitment and selection process.

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