ABC Computers Solution is Addis Ababa based company having a countrywide network

1.      The selection technique would be to conduct an In-Person Interview or Face to face interview this will be able to help you with measuring which candidate have the traits you are looking for. In this selection process you can get to know each candidate on a personal level and ask questions which is relevant to the attributes that you are looking for. Next would be to conduct a Cultural Fit Selection this type of technique will measure the likeliness of the candidate to fit in the organizational culture and to see if the candidate's values are similar with the company's values and goals, putting the qualifications aside. This is subjective analysis and is based on the hiring manager's intuition and feelings.

2.      Conducting a Behavioral Interview. Create a rating scale - Behaviorallly Anchored Rating Scales (BARS). BARS rating scales are used to assess the caliber of a job candidate's answer/reaction to competency-based behavioral questions; therefore the questions and rating scales will be developed together. Rating scales on this criteria should be tied with suggested answer to each question. This focused on behaviors that will determine the key factor in performing the job properly instead of evaluating more candidate characteristics, like personality and experience

3.      First, conduct Preliminary Screening - once you receive applications start screening their resume for potential candidate to determine which candidate to invite for interview. Second, Telephone Interviewing - helps you to find out if the applicant is still interested of the job and to know their availability for interview. This would also help you narrow down applicant for face to face interview by asking basic information questions based on job qualifications. Third, In-person Interview will help you to ask relevant question to the candidate in order for you to identify best applicant for the position. As the HR Manager I would: 1. Select Interviewers - identify interviewers that would help you choose the right candidate, make sure they understand the rating scales and criteria. Someone who has an in-depth knowledge of the job and can evaluate for the job's critical behavioral and technical competencies. 2. Opening Interview - give the candidate a background about the interview process and the role of the job position in the organization. Discuss a brief information about the task/job that she is applying for. 3. Asks Behavioral Interview Questions - the interviewer should sight questions and situations where the reaction or response of the candidate in the given situation would be clearly seen individually and not as a team. The questioner ought to urge possibility to give specific details while reacting, inquiring questions that pull proof about the candidate's accomplishments, how they reacted to difficulties, what's more, how they separated themselves. 4. Take Notes - when asking question it is important to take notes in order for you to remember the answer clearly and accurately. You can compare notes after you interview all the potential candidates. Lastly, vetting candidates or final selection - this includes job offer. But before that do conduct a background check. Job offer involves rate discussion and pre-employment requirements.

4.      The HR manager may suffer from high attrition rate which refers to fast turnover of employee or staff. This is usual because the selected applicant does not fit the job position or does not have the same values with the organization. The HR manager may also hire candidate who has a bad record on their previous employer which will affect the performance of the team and will be a problem in the Human Resource Department for violating the policies of the company and the need to give him/her disciplinary actions. It is important to know that the recruitment process is very essential in selecting a good candidate.