Attaining a Job as a Clerical Officer The person specification describes job qualities which are essential and desired in order to do the Clerical Officer job to the standard which Durham County Council want. Qualifications and experience are shown in phase 1, and phase 2 shows the personal qualities, these are then split into essential and desired qualities. This allows candidates and Durham County Council to quickly judge whether or not they are appropriate for the job. The benefit of it is that it is easy to follow so that applicants know what Durham County Council require and allows the candidate to assess themselves before applying for the job which means they will not apply if they are not suitable for the job. They will have included this information in two separate tables as it is useful for applicants because it will reduce the chances of rejection and time wasting as they are able to assess themselves. It is useful for Durham County Council as they are not wasting any time assessing or interviewing unsuccessful applicants and therefore saving money as staff cannot work whilst interviewing candidates. The person specification is set out in a simple and neat table form. This allows the applicant to quickly check if they have the qualities which are essential and if not, they know they are not suitable for the job. Durham County Council can also quickly asses the candidate to see if they have all the necessary skills which they want as if it were a tick list, allowing ease and maximum speed with minimal confusion. It doesn’t look like it requires a lot as it is set out in 2 separate tables (phase 1 an... ... middle of paper ... ...bilities which reduce the chances of early leaving as they know what to expect from the job. This overall saves time and money. It also allows them to relate previous skills to ones they need for the job now so that they can impress and prove that they are capable of doing the required tasks. It allows them to see if they have the correct qualifications and experience and they can assess themselves before applying to see if they have what they are looking for. Sonia related her behaviour and skills and allowed us to see how she suits the job giving the advantage of time saving as we don’t have to decide if we think she is capable of carrying out the job. However down sides of this are it gives them the chance to say they can carry out more duties than they actually can just so they can get the job.
What are the positive aspects of such policy? Well, since candidates know exactly what they are getting into since the job wasn’t “glorified”, turnover rate decreases. I am more likely to have a higher job satisfaction, since again I know exactly what I’m getting into. I find this a good thing to do within the interview process, spelling out exactly what the job entails on a daily basis in order to prepare the candidate for the everyday stress that comes will every job.
is required to take prior to hiring. A psychological test is taken as well to evaluate
This is done in order to allow people sending applications, to not feel as if they are separations in-between different sections of Timberland, which they may feel limited and excluded out of.
...lls aside to a more scientific ground. Criteria are understood to include fliers' travel patterns and destinations. Flynn won't elaborate but says the new system will "remove the opportunity for unconscious or conscious stereotypes."
. To give you a more clear understanding of where I come from, where I am going, and how I will guide you while we complete our missions together.
Title VII states that an employee cannot be treated differently because of sex unless sex is a bona fide occupational qualification (BFOQ). When used as a defense, bona fide occupational qualification (BFOQ) allows an organization to hire and employ individuals on the basis of the qualifications reasonably necessary to the normal operation of that particular business or enterprise. This paper will discuss the necessary steps employers must take in order to justify using sex as a discriminator when hiring employees and review some known cases where BFOQ was used as a defense.
On the negative end of this employers cold be basing a persons performance on this.
Since they are hiring the person and not to fill a specific job position, it keeps the people flexible and innovative.
The correctional administration is going to be an interest and detail final paper Barbara due to the fact; you will be able to have unlimited information that deals with the management that happens from each employed individual. Your list of components from sexual to homicides will give a clear picture that focuses on the prevention and be punishing within illegal activities when involves in many of correctional facilities. You will provide the readers with the understanding that being a correctional officer is not an easy job. To me knowing that many in my complex where I live, work as correctional officers and tell me the stories that are so scary. I heard like you may have how the life of a correctional officer is one who leaves home like
reason to it as well; the purpose of it is to make people get a
Finally, you develop an online survey to gather the predictive information from applicants. Then each candidate's biodata survey and resumes are screened electronically and given a score between zero and 100 based on how many of the top performance indicators each candidate possesses.
to make their programs think more closely like a person would. So in the late
advantage. They also should be attuned to its potential downsides and figuring out how to avoid
...n process is very important for an organization to hire new members, as employees need to select the right person to do the right job. Therefore, employees need to read through applicant’s document and qualifications, hence organize an interview to be more close with the applicant, to know more about the applicants, see if they are suitable for the job position. Selection process can help the employees not to make wrong decisions, this is a good opportunities to assess skills, aptitude and abilities. (John, 2007)
since its aim is consistent with allowing people’s life prospects to be influenced by their values