Research Assistant Scenarios

Introduction:

As a newly hired research assistant in the HR department, I am honored to become part of this large company “Global Recruitment Agency”. I understand the underlying responsibilities being an HR assistant, my views and mission are in line with the company vision towards equality, fairness and transparency and finding the right people to be part of the company. I would like to bring in some new innovations towards the HR department which includes finding ways to improve our hiring process, also to better serve the clients with productive and responsible workers that responds to their company needs.

Through my years of experience as a Research Assistant I have interacted with different people who owned small and large businesses

To have a clearer picture of a potential candidate in hiring new employees.

1) Competent – This is my first factor to consider if the candidate has a necessary skills, experiences and education to successfully able to do the tasks needed to be performed.

2) Capable – If the candidate can do the tasks assigned and willing to learn and take more on responsibility and find ways to deliver on the functions that require more effort and creativity.

3) Compatible – Can this person get along with colleagues and most importantly can get along with potential clients and other business partners? A willingness and ability to be harmonious with co-workers and if not there will be a problem.

4) Commitment – If the candidate is serious about working for the long term. Or maybe the candidate is just passing through and still looking for something better. Need to check a history jobs and time spent.

5) Character – Does the candidate have values that align with yours? Is he/ she honest? Do they tell the truth and keep promises? Are they a team player?

6) Culture – Every business has a way that people follow, behave and interact with each other. Culture based on certain values, expectations, policies and procedures that influence the behavior of a leader and

As part of my job as assistant research in the HR department is to test every candidate by doing this procedure to make sure that I will hire the right candidate. Searching the truth is by calling also previous employment talking to former associates, co-workers, and calling candidates provided references This will give me a full and accurate view, good and bad that will give me a better selection of the best and right candidate. Recruitment selection is the most critical human resource function. There are prescriptive choices and selection systems that might answer or even cater to the needs of each organization but each organization find it difficult, to hire a better competent individual that can face challenges and are well equipped motivationally to succeed. The Canadian Business review states that the job interviews are far more effective hiring models in Canada than anywhere else. A percentage of 95% Canadian would likely get the job with an average of 10-15 days waiting according to their study between 2010-2014. This means that in Canada, job interviews rank the highest with a successful mechanistic