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Selection strategies for recruitment
Selection strategies for recruitment
Selection strategies for recruitment
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To begin generating solutions, I would first take advice recommended by Gatewood, Field, and Barrick (2011) in that I would first perform a job analysis on the positions that I am trying to recruit for. To conduct this job analysis, I would gather data about the position’s necessary KSA’s by completing in-person interviews with SMEs in an individual or group setting, utilizing a structured interview to obtain clear results. The job analysis will give me information regarding relevant job performance dimensions and identification of KSA’s necessary for the job. However, the job analysis must be conducted fully from a legally, defensible standpoint. Gatewood, Field, and Barrick (2011) recommend a variety of ways to accomplish this ranging from utilization of a professional job analyst, to making sure KSAs are mentioned most frequently as the type of information to be identified through the analysis. From this, I will then be able to formulate a complete and proper job description that gives applicants a realistic job preview and also allows me to develop relevant selection devices. My next step would involve taking a look at the previous recruiting strategies used by On-Demand Transport to evaluate their effectiveness and areas of improvement. By utilizing historical data, I will also be able to show improved effectiveness of my recruiting solutions.
To demonstrate the effectiveness of my recruitment plan, I would use advice from Gatewood, Field, and Barrick (2011). They recommended a series of recruitment metrics to get a more complete picture of the recruitment effectiveness. I would first look to evaluate the past recruitment strategies so I able to compare the newly implemented recruiting plan to the old strategies used by On D...
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...ning and experience evaluations for selection procedures. As Gatewood, Field, and Barrick (2011) talked about in their section on T&E evaluations, T&E evaluation are helpful in making quick, initial screening decisions, especially when there are large amounts of applications to sort through. With On-Demand Transport, their goal is to increase the effectiveness of their selection procedures and while T&E evaluations have been shown to have a high amount of reliability (>.80), validity measures have shown a modest coefficient. A big caveat with the measure is that they are also time consuming, the applicant needs analytical and writing skills, and there are accuracy concerns especially if desirability of answers would be apparent to the applicant. Overall, I believe the cost-benefit is too great and wouldn’t supply On Demand Transport with the best bang for their buck.
Based on prior experience (my personal experience recruiting at work), for a targeted type of recruitment referrals and staffing agencies are the methods that seem more targeted.
Recommendations for this company are to recruit from external applicants to increase new ideas, work ethic of employees due to pressures of competition from new recruits and to utilize an offline applicant platform such as in house
Recruitment strategies for the company will be arranging the group interaction with talented and interested candidates, handpicking the dream candidates, actively searching the profiles of each candidate, attracting the candidates through different attractive offers (Cohen, & Cohen, 2007).
A resume is the first opportunity that potential employer has to get to know about you, therefore also the most important opportunity you have to show off your skills without sounding too arrogant and stand out in front of potentially hundreds of other applicants. A resume is basically a description of your background, skills, and accomplishments; it also tells who you are, what you want to do, and what you have to offer. To accomplish this goal you want to focus on the five main part of making a resume: employment objective, past experiences, skills, references, and format.
When I arrived at the career fair, I was a little overwhelmed at first. There were so many different options to choose from and I was unsure as to where to start. This was my first ever career fair so I truly wasn’t sure what to expect. After looking around for a few moments, I noticed straight ahead was a table for AAA. I was very happy to realize that the recruiter was one of my former co-workers, Nick. Nick and I talked for a few minutes and he explained the positions that were currently available at AAA. I don’t have any background experience for either of the positions that were open but I am very much interested in the internship opportunity that is available. Nick explained that they will be looking for a travel agent intern and I do
MyPlan is an online career planning and assessment tool that helps college students and professionals to identify their strengths and narrow down their career options. Found in MyPlan.com, the instrument helps users to: learn about careers and career options; assess their interests, personality, values and skills; identify what to major in; and learn about college rankings. MyPlan assessment tool has various career assessment tests including personality test, interest test, values test and skills test. Each of these tests can help students and professionals to make informed decisions about their education, careers and professional lives.
The University of Queensland Recruitment and Selection Manual. (n.d.). Retrieved from The University Of Queensland Australia: http://www.uq.edu.au/shared/resources/personnel/recruitment/RecruitmentandSelectionManual.pdf
Every restaurant is always responsible for filling up available positions. When it comes to recruiting employees McDonald’ uses several techniques and many of the positions they offer are advertised within McDonald’s restaurants. McDonald’s has one of the best recruitment histories in hiring quality staff that provides that outstanding service to consumers. Some of the methods used to recruit and be able to select is through ...
Recruitment questions for large operational startups include, what are the jobs, how is the employment market today, what is our competition locally providing, how can we get the best talent and finally how to do we retain them. The challenge for the Borgata was multi-faceted, a tight labor market in the surrounding area, a small local population of 40,517 of which only 63% where capable of working and the need for 5000 workers to staff the hotel in short time. (US Census Bureau. 2012). To compound the challenge the quality expectation was high, the “best of best” was required. Once applicants were enticed to apply and applications were received, the question became how do quickly identify the candidates to a manageable qualified number? How do we ensure the interview time is appropriate and effective for unto a hundred different job descriptions? To begin this monumental task of recruiting applicants, screening quickly for the appropriate criteria research must be conducted. Development of strategic hiring plans, tasks assigned to appropriate individuals and accurately executed with a c...
Here are some key points and ideas about exercises we could do in class. PLease contact me if you have any questions. I think we could have the speaker and do the mock interview I suggested toward the end of this e-mail. Shana Cohn CLASS DESIGN Important points, class discussion questions and activities. Part I Job Analysis defined: Identifying lists of activities or tasks associated with the job. Determining the skills needed to perform the job successfully. A well-designed job analysis can help to create a work environment where expectations are clear and future problems can be alleviated through communication. Some detailed benefits of job analysis include: 1. It provides uniform guidelines for dealing with employment selection, compensation, performance standards, and the skills needed for any given position. 2. It lays a foundation for gaining a competitive advantage by identifying training needs for the incumbent employee or an employee entering into the organization. 3. A successful job analysis draws clear boundaries between the employer and employee regarding qualifications, job responsibilities, lines of authority, and ways of preventing or dealing with grievances. 4. It allows employers to hire qualified candidates by linking applicants' skills to the job analysis. Employers can also prove that their requirements for selection are related to the job. The ADA defines a qualified applicant as "one who can perform the essential functions of the job." A job analysis provides the employer with justification of why they chose a particular applicant. Other areas to note: 1. The most common reason for a job analysis is to gather information for job descriptions. The job description should focus on results and outcomes instead of how to accomplish the job, because each person attains results in a different fashion. 2. Preparation for the future is key to dealing with a changing workplace. The job analysis should integrate issues the organization may confront in the future, such as turnover and technology advances that could change its structure. 3. Forecasting HR needs is critical to the success of the organization. These should be assessed with past trends, evaluating the skills of incumbent positions, and being aware of changing skills and requirements. Some questions/activities regarding job analysis: A class activity would be a case study that involves a new person hired into an organization where a job analysis is not utilized. The following questions serve as a guideline for the types of issues that could arise without a clear job analysis.
A firm seeking to fill a vacancy has recruited a suitable pool of applicants. What characteristics should its selection process possess to ensure that the most suitable applicant is offered the job?
“Assessment is the process of identifying, gathering and interpreting information about students’ learning. The central purpose of assessment is to provide information on student achievement and progress and set the direction for ongoing teaching and learning” (NSW Department of Education and Training, 2007, p.1). I believe an assessment strategy which best encapsulates this understanding of assessment is the portfolio. Specifically, a process portfolio provides a wealth of information about a student’s progress in literacy and not only allows a teacher to assess the learning that has taken place but also helps them to identify the areas in need of improvement. Additionally, the crucial element of the student’s self-assessment and self-reflection in the process of creating the portfolio also allows both the teacher and the student to understand the progress, strengths and weaknesses of their writing.
Recruitment refers to those activities that an organization tries to attract people for applying a job in the organization. From these activities, chances will be given for people to apply jobs from there organization. An effective recruitment should have a right person in the right place at the right time; the main way to attract applicants can be listed as follows, walk-ins, employee referrals, advertising, websites, professional associations, educational associations, professional agencies, E-recruitment and world-of-mouth. Applicants can get some recruit informations form different ways; employees will provide a job description for those who are interested.
Perhaps the most prominent form of alternative assessment in use today is the student portfolio. A portfolio can be described as a “purposeful collection of student work that exhibits the student’s efforts, progress, and achievements in one or more areas of the curriculum.” Key elements of the portfolio include evidence of students’ choosing the contents of their own portfolio, specific criteria for the selection and assessment of student work, and clear evidence that the student has reflected on his or her work (Chriest & Maher, n.d.). Portfolios have been proven an effective means of student assessment in many areas of schooling, from preschool all the way through post-graduate work. Portfolio assessment has also been rendered effective in many business settings to determine the value of an employee.