UNIT 4

HUMAN RESOURCE PROJECT

KINDALL McALISTER
NUCRORY JOHNSON
LANCHESSICA CROSS
BRIAN THORNTON
BIANCA OGLETREE

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TABLE OF CONTENTS

Introduction

Page 3

Choosing a Job

Page 3

Resumes and Cover letters

Page 4-5

Social Media Analyses

Page 5-6

Interview Prep and Process

Page 6-7

Hiring Committee

Page 7-8

Rejection Letter

Page 9

Recommendation Memo to CEO

Page 10

Job Offer Letter

Page 11

Conclusion

Page 12

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INTRODUCTION
Ms. Kent assigned us with the always dreaded group project. She divided us all
up into groups with people we did not know and then told us what we were to
do. As a group, we were to act as the human resource department of a
company and hire a new team member. First thing we had to do was select a
job. Once the job was selected, each group member turned in their resume and
cover letter. Next, we had to investigate each other by doing social media
analyses. Then we moved on to the hard part THE INTERVIEW PROCESS! We
came up with questions and conducted interviews. The hiring committee came
together to make decisions and commenced to writing the recommendation and
rejection letters.

CHOOSING A JOB
When it came to choosing a job we decided to go with the one that applied to
most of us. We went on BlackBoard and looked through all of the options that
were given to us by Ms. Kent. We decided not to go with the vault clerk job
because none of us have had experience with that much money and that job
could possibly be very dangerous. We did not choose the medical assistant job
because none of us are interested in the medical field. So we thought it would
be best if we went with the marketing coordinator job from Monumental

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Management because everyone in our group, except Kindall, are going into the
business field.

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RESUMES AND COVER LETTERS

During this project, each group member was asked to submit their
resume with a cover letter to apply for the marketing coordinator position.
While choosing the best candidate for the job, we had to make sure that their
resume had just enough information about the applicants qualifications to
pique the curiosity of the employer. We looked for resumes that had a good
format, structure and content characteristics that most resumes lacked.
The resume and cover letter of Lanchessica Cross, the candidate that we
decided to hire, did a wonderful job of focusing on the most important things
that an employer should know. She had a brief amount of information which
was great because it gave us a chance to really know what we needed to know
with benefit of an interview. Her cover letter also did a great job of highlighting
her qualifications without going into too much detail.
Another resume and cover letter that did a good job of briefly highlighting
the important aspects was that of Brian Thornton. His resume was short and
simple. However, the structure could have been a little more lined up of shifted
over to change the appearance of the dates presented. Brians cover letter was
very professional and everything that was highlighted in his resume was briefly
emphasized on the cover letter.
Nucrory Johnson also had an outstanding resume and cover letter; they
emphasized her marketing abilities very well. In her resume she indicated that
she was a marketing intern, so that alone made her a possible hire for the
position, because she highlighted her experiences with the job that was being
applied for.

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Bianca Ogletrees resume and cover letter was acceptable, she also briefly
highlighted her past work history and experiences. Her cover letter touched on
her work ethic and highlighted some of the things that the marketing
coordinator position called for.
Kindall McAlisters resume and cover letter did a great job of noting her
past work history and experiences as well. She indicated a lot of her duties
from her past jobs. Her structure was great, it was very organized and well put
together. It really caught the attention of the employers.

SOCIAL MEDIA ANALYSIS

One thing that employers look at that a lot of people tend to forget about
is social media pages. During this project, each of our group members social
media behavior had to be viewed and analyzed so we could get a look at how
they carry themselves.
Nucrorys Facebook page mainly included pictures of herself and her son.
We found nothing that made us think she would not be a good candidate for
the job. Her Facebook was professional and clean.
Brians Facebook page included some videos about fighting racism. He
also had a good bit of pictures of himself. His profile was mainly professional
and clean and we found nothing that would make us not want to hire him.
Lanchessicas Facebook page was also professional. She mainly posted
pictures of herself and friend; and she had some Bible posts on her page. None
of these things made us feel like there was any reason not to hire her.

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Biancas Facebook page was professional. She had nothing on it that

made us think she would be a bad candidate. She mainly just posted pictures
of herself and had previous work experiences.
Kindall has all positive pictures on her profile. She also has pictures of a dog
that appears to be hers. Also from the looks of her page, it appears that she
has a lot going on in her life, which could interfere with her work. She does
seem very passionate with what she pursues in life though.

THE INTERVIEW PREP AND PROCESS

During interview prep each member of our group came up with their own
set of five to ten questions and as a group we discussed the questions and
narrowed them down to the six questions that we would use for our interviews.
We made sure that all of our questions were either job or personality related.
Our group chose these six simple interview questions:
1.
2.
3.
4.

Why are you interested in working for our company?

How would your boss and coworkers describe you?
Name a time you made a mistake and how did you fix it?
What have you done, personally or professionally, to develop or change in

the last few years?

5. What is your greatest professional achievement?
6. What would the name of your debut album be?
These were the questions that we collectively thought a potential candidate
should be able to confidently and effectively answer. Due to the nature of the
Title VII of the Civil Rights Act of 1964, we carefully chose our interview
questions so that we would not make any applicant feel like there was any type
of discrimination against them. Like many companies we chose to throw in one

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oddball question to see how well the applicants could think on their feet. We
chose to incorporate personality questions to see what they thought of
themselves and what they thought others would say about them. We opted to
have one question about making a mistake to see what kind of problem solving
skills they possess.
Throughout the interview process, each group member kept notes on the
others who were being questioned. Overall everyone did very well on their
interview. Everyone was confident and quick on their feet with their responses.
Kindall was very confident and she told us about her great problem solving
skills. Brian was confident and funny with his answers, he explained to us
what makes him such a great leader. Nucrory was quiet and soft spoken but
she gave great answers and told us about all the growth and progress she has
made over the last few years. Lanchessica was straightforward with her
responses, she explained how she gained her interpersonal skills and learned
that sometimes it is okay to ask for help. Only one of our group members did
not show up, due to personal reasons, so they were unable to participate in the
interviews.
After all of the interviews were conducted, our group collectively made
the decision to hire Lanchessica Cross.

THE HIRING COMMITTEE

The hiring committee came together after the interviews were done. They
discussed each interview, went over everyones strengths and weaknesses, then
decided which candidate would best fit the marketing coordinator position.
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After a long discussion, the committee collectively made the decision to hire
Lanchessica Cross. With her strong resume, highlighting her abilities and skill
sets, along with her high confidence level during her interview, Lanchessica
seemed like the right person for the job. We were confident in our hiring
decision because we felt she would bring a new perspective to our marketing
team.
Once the committee made the decision, it was time to write letters and
send them out to the candidates. We wrote a recommendation memo to our
company CEO, a job offer letter to Lanchessica, and rejection letters to all of
the other interviewees.

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Monumental
Management
801 Railroad Avenue Suite 201 Opelika, AL 36801
Phone: 334-737-5335 Email:
info@monumentalmanagementinc.com

April 26, 2016

Dear [applicant],
We would like to thank you for your interest in the Marketing Coordinator
position here at Monumental Management. However, we regret to inform you
that we will not be offering you the position at this time. We have decided to
move in a different direction, but we will keep your resume on file in the event
that any other opportunities become available that we feel you may qualify for.
We thank you again for your time and interest in Monumental Management
and we wish you the best in your job search.
Regards,

Holly

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Monumental
Management
801 Railroad Avenue Suite 201 Opelika, AL 36801
Phone: 334-737-5335 Email:
info@monumentalmanagementinc.com

Memo
To: CEO
From: Human Resource Department
Date: April 26, 2016
Subject: Job Recommendation
I am writing this memo on behalf of the human resource department. We
recently interviewed Lanchessica Cross and we believe she would make an
outstanding Marketing Coordinator here at Monumental Management.
Lanchessica did great in her interview and scored the highest among several
other candidates. She is detail-oriented and she possesses strong interpersonal
skills.
It is our understanding that the Board of Directors of Monumental
Management will be making a decision on filling the currently vacant position
of Marketing Coordinator in the next few weeks. In Lanchessicas interview we
came to the conclusion that she is a very knowledgeable young lady and she
has an exceeding confidence level. When asked in the interview what the name
of her debut album would be, she responded, She works hard for the money,
which shows a nature of determination.
It is our pleasure to recommend Lanchessica Cross for the position of
Marketing Coordinator for Monumental Management. Her level of expertise,
healthy self-confidence and determination is what makes her the very best
person for the job. I, personally, would be happy to discuss Lanchessicas

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qualifications in more detail and am available to meet with the Board if

necessary. Please feel free to contact me.
Sincerely,
Holly

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Monumental
Management
801 Railroad Avenue Suite 201 Opelika, AL 36801
Phone: 334-737-5335 Email:
info@monumentalmanagementinc.com

April 26, 2016

Dear Lanchessica Cross,

Monumental Management is pleased to offer you the Marketing Coordinator
position in our organization. We are excited about the potential that you are
going to bring to our team.
We look forward to you working at our company and are confident that you will
be a great addition to our growing company. Please confirm your acceptance of
this offer by signing and returning this letter by May 1, 2016. Please do not
hesitate to contact us if you have questions or concerns.
Sincerely,
Monumental Management

I accept this offer of employment.

_________________________________
Name
________________________________
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Signature
__________________________________
Date

CONCLUSION
When the project began, our group flowed with unity. We easily made
decisions together and we communicated well with each other, so right from
the start, we knew we had the chemistry to make a great team. We chose the
marketing coordinator job for the company, Monumental Management. The
decision about the job choice was unanimous. The social media analysis
contained the most information about us, so therefore it was an adventure for
us. For example, we found some pictures that revealed a lot about each of us
and how outgoing we all are. Also, we learned that a person should not make a
social media post that they would not want their parents or their boss to see.
However, if you are going to do those things, it is probably a good idea to make
your profile private or undetectable. Once we agreed upon a job, we started the
interview process. We came up with questions, did interviews, made our
selection and wrote letters. This project turned out to be very interesting. We all
had the opportunity to work with and get to know new people. Overall we found
this project to be very helpful and informative about the hiring process. Being
able to do a mock interview has better prepared each of us for what to expect in
a real interview.

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