After reviewing the strengths and weaknesses of the resumes, we have decided who to interview based on our criteria of organization, leadership, management and interpersonal skills, customer service experience, and adaptability. Through resume screening, a process of sorting through the resumes and examining them to see who would be the most qualified candidates for the position (Crawford, 2016). In other words, we have decided go through the resumes we received and weigh each candidates’ strengths and weaknesses. From this analysis, have decided to interview Lane Konrad, Sharon Fuller, Lacey Drummond and Gerard Cannon, because they have met our criteria. We have decided not to interview Heather Bestor and Eva Bonita, as they do not meet our skills or experience criteria. Lane Konrad has related work experience and will be receiving a bachelor 's degree in actuarial science with a high GPA and Dean’s List honors. He shows strong leadership, communication, customer service, and organizational skills through his experiences as a teaching assistant and bookstore clerk. Lane is also multilingual, which …show more content…
She will be receiving a degree in marketing and a certificate in leadership, both relevant to this position, and was selected in the Tippie College of Business Marketing Institute for her academic performance, interpersonal skills, and leadership potential, showing her dedication and hard work ethic. Sharon lacks descriptive depth in her resume, such as quantitative figures needed to offer evidence of her work yielding positive results. She is not anticipated to graduate until the spring, but we have decided to interview her, as she could be a valuable asset with the necessary skills for
...evidence, the committee should have adhered to the Cumberland plant HR Director’s correspondence that clearly stated that interviewers should not award points to candidates for being a “diversity candidate” and “it is really important up front before your interviews start to have a definition of what ‘Outstanding,’ ‘Well-Qualified,’ and ‘Qualified’ is. This needs to be documented and dated before the interview process starts” (Walsh, 2010). The district court found the interviewers placed candidates in these categories after the interviews and ranking had been completed. In turn, this ensured the number of “Outstanding” applicants equaled the ‘exact’ number of job openings and their candidates of choice were in the top 10 group. As a result, TVA should ensure a legitimate matrix is developed for scoring purposes and not be manipulated for preferred results.
I am a quality candidate for the position because having fathomed throughout my years. As a struggling college student that employed 2 full time jobs in order to attend school, and support myself. Having had worked the majority of my life until becoming extremely ill, I learned life is nothing to take for granted. People condescend on the sick in society, thus take the sick for granted while kicking them to the curb. Overcome illnesses and obstacles one learns to accept challenges. Suffered numerously at one time, help me embrace unique situations. When a person is debilitated, and another is bedridden precipitating unemployment, and funds depleted only to find oneself trying to rear 4 kids, home school one while staying in the
Employers usually have stacks of resumes from talented applicants, therefore your resume must be flawless. A vehicle apparently ran off Kelton Road and struck a mailbox as it attempted to get back on the roadway. Although few applicants among the most recent candidates had the proper qualifications for the opening in our Customer Service Department. Many students are completing internships, then they are more employable.
The employment interview has been the key element used for determining a candidates’ worthiness in filling an open position. Organizations rely on employment interviews as a way to predict the future job performance and work-related personality traits of interviewees. Over the years validity of the employment interview has been under scrutiny, so it is no wonder that is has been the topic of many research papers. The definition of the employment interview is “a personally interactive process of one or more people asking questions orally to another person and evaluating the answers for the purpose of determining the qualifications of that person in order to make employment decisions” (Levashina, Hartwell, Morgeson, and Campion 2013, p. 243).
As a member of the hiring committee, it would make the most sense to me
Elaine explained to me that she had submitted her résumé, the board reviewed her credentials, and she also had to submit three letters of recommendation and was interviewed by the school board. Elaine stated that why she did right, to be hired was “based upon past experience, and recommendations from several people within the school system and my credentials”. She believes the most important factors to becoming hired in today’s market are “credentials, education, and personality”.
The Bridgespan Group. (2009). Making the Right Hire: Assessing a Candidate 's Fit with Your
What were some of CANDIDATE'S strengths? She was a great typist and dealt with my clients over hte phone and very cordial, never had a problem.
...t with articulating the need to be positive and energetic about the organization in recruiting; Ms. Collins can articulate the process, policies, legal requirements, and job or organization specific facts about the recruitment (Reed & Bogardus, 2012).
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...
One of the most important decisions that manager’s often have to make involve people. These “people decisions”, hiring someone or assigning someone to a job, require the practice of five steps. The first step is thoroughly thinking through the assignment. Once the specific assignment is recognized one can look at several different qualified people. Drucker says, “in order to find the best candidate one must take into account at least three to five candidates” (310). Then the performance records of these candidates must be analyzed and discussed with past employers or co-workers. Once a candidate has been chosen they must fully understand their assignment. It is the manager’s responsibility to make sure their subordinate has all the information needed to complete their assignment.
An organization provides every necessary method before making a decision to select an applicant for the job position. A company will provide pre-employment testing/screening in order to select the most qualified candidate. An organization may decide to change its company into more diverse organization and therefore, it is their right to select more diverse employees. However, it is also important not to focus on a person’s gender, age or race. It is still very important to choose an employee who is the perfect fit for the job position. This is necessary because issues may arise and these issues may also impact the organization’s future.
...greater number of people in an economic, efficient, and effective manner. This paper has provided a background and understanding of employment recruiting, the styles, methods, and tools available to allow customization of interviewing methods applicable to the situation or needs of the organization or project. An overview of the creative large scaled employee recruitment project Borgata Hotel and Casino notably made history and a study of best practices in employee hiring, recruiting and interviewing process that enhances corporate strategy.
HRM should review applications as well as search resume databases for the candidates that have the qualifications and skills required for the position. HRM however does not know in depth what the manger is looking for, nor who would be the best fit in the department so they are unable to make the hiring decisions on their own. (Fallon Jr., & McConnell, 2007). HRM should then send the list of resumes to department managers for interview.
Initially, there are four key issues or potential problems that Doris Washington is likely to face as the new human resources director due to the lax human resource and employment policies that XYZ Company has allowed their management to practice. Fair and equitable recruitment practices should be enforced when recruiting new employees, and managers who create their own interview questions may result in questions that are inappropriate or illegal. Although managers need to be involved in formulating questions that assess the knowledg...