Core Staffing Activities Recruiting, selection, and employment are the main core staffing activities and are made possible by using the information found in the support activities. Core activities begin with reaching out to possible applicants and ends with the candidate accepting the job offer (Heneman III, Judge, & Kammeyer-Muellar, 2012). These activities put to practice the information in the support activities. Recruiting. In centralized organizations, alls recruiting is done by one group. It would be preferable for Tanglewood to use an open recruitment approach to reach as many possible candidates. Depending on what position is being filled, it is advised to use a mix of external and internal recruitment (Heneman III, Judge, & …show more content…
After receiving applications, narrowing down the possible job applicants and picking the right candidate is next. One of the vital components of selection is measurement (Heneman III, Judge, & Kammeyer-Muellar, 2012). Measurement can consist of assessment tests and checklists created from job descriptions and necessary knowledge, skills, and abilities. Centralization helps with the creation of assessments and checklists and enforcement of tests equally across the company (Heneman III, Judge, & Kammeyer-Muellar, 2012). Assessments can be either external or internal. Examples of external assessments Tanglewood can use are resumes, references, and background checks (Heneman III, Judge, & Kammeyer-Muellar, 2012). These tests would be the first stage in selecting a candidate and the HR staffing function can easily go through these at the corporate office. Internal assessments, internal assessments, to help narrow down candidates, are personality tests, performance tests, and situational judgment tests (Heneman III, Judge, & Kammeyer-Muellar, 2012). The majority of Tanglewood employees are store associates who would be handling money and working with customers. The internal tests would probably be better done at the store and the results sent up to corporate. Tanglewood is reaching all over the northwest and still expanding, it would be unreasonable to have candidates come to the corporate office to fill out the assessments and not get hired. For internal
The Uniform Guidelines on Employee Selection Procedures (UGESP) requires that all organizations keep records that allow calculation and comparison of statistics. The UGESP also requires that the four-fifth’s rule be calculated in all organizations. If there is evidence that “a selection rate for any…group is less than four-fifths (4/5) (or eighty percent) of the rate of for the group with the highest rate” (Code of Federal Regulations, 2011) then this usually is considered to be proof of adverse impact.
Tanglewood has a strong stand within the nondurable general retail industry, which is currently having annual sales of over 4 trillion dollars. With a growing return rate of 13.1% and over 7 million in operating revenues Tanglewood has great growth potential and is very competitive. Even while competing with the major online competition and global competition. Tanglewood has the opportunity to expand their store into the global market, this would be major expansion and would help Tanglewood exceed the competition. Tanglewood has stayed rather small due to its low number of stores but can be the global leader of the nondurable industry if global expansion becomes reality.
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.
Selection Process for Entry-Level Firefighters The selection process for entry-level firefighters in the Hurst, Euless, and Bedford (HEB) area is similar to that across the country. The process begins with a written assessment. The written test is comprised of reading comprehension; interpreting tables; situational judgment; logical reasoning; applying basic math rules; mechanical aptitude; spatial sense; map reading; and vocabulary. (IPMA Assessment
A job analysis a great way to analyzed whether or not the individual is fit for the position. By creating a questionnaire that relates to the daily tasks for the position will narrow done the selection process into a smaller portion. The information given from the Job Analysis is also used to create a Job Description and Job Specification. “Job description identifies the tasks, duties, and responsibilities. The “job specification list the KSAOCs that individuals need to posses to perform a job successfully”(Pynes, 2013). After an individual is hired we must train that individual with the proper format in order for them to understand the concept of work. In this process I will develop a training program that includes all the organizations policies, procedures and daily tasks.
The employee selection methods at Outback Steakhouse help the organization achieve a competitive advantage by discovering and hiring employees who fit their needs and strategic plans. Implementing a challenging selection process allowed Outback to select the most qualified candidates who will adhere at all times to the vision and beliefs of what the restaurant stands for. Outback Steakhouse utilizes psychological and aptitude tests along with an interview to select their employees. These tests provide Outback with a preview of that candidate’s personality and behavior. Most often candidates will apply for a position with a restaurant only because of its popularity and they are not concerned of the values and what the company really stands for as a whole.
The test is used to determine whether a worker will be defined as either an employee or an independent contractor. It uses 20 general questions across three categories: relationship of the parties,
Further, there must have been a number of decisions which drive the direction and initiatives of any staffing strategy. These include, but are not limited to, determining staffing levels and types, current staffing resources, internal/external hiring, understanding current and future supply and demand, hiring or retaining, and short-term or long-term planning. It was important to understand the scope of each category in order to establish a strong and successful staffing
Psychometric tests are designed to measure the behaviour and capabilities of possible employees. (Johnstone, 1999). Employers use these tests to measure two categories of qualities – abilities and preferences (Mills et al., 2011). This provides an effective and efficient way to find the best person for the job as the tests give a true reflection of how an employee can accomplish assigned tasks which is completed online as part of the application process. Candidates are chosen for the next stage of the process through the comparison of test scores, resulting in grouping candidates into high and low percentile scoring categories. The higher scoring applicants are put through to the next stage of the process. This would normally be the interviewing stage. The lower scoring applicants would be declined. This is a form of filtering down the number of applicants, although the interviewing stage provides the means of selection, despite its subjectivity the tests provide a uniform set of standards to measure one candidate objectivity against another (Johnstone,1999). Psychometric
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.
Recruitment is a serious issue for an organization and one that ought to be afforded a considerable amount of planning in order to successfully achieve desired outcomes. Recruitment is a costly process for an organization and poorly executed recruitment can result in selecting candidates that are not appropriate for the organization. A poorly executed recruitment can also reflect negatively on the organization’s reputation, which can cost the organization solid future candidates. Due to the cost both in time and in resources, a recruitment process deserves a solid training program that covers a variety of issues. Thought should be given to the topics to be covered in a training program, aids or materials recruiters will need, practical skills to be covered in the training, the person most appropriate to conduct the training, and any additional needs to be considered to ensure the training is most effective in achieving the goal of developing strong recruiting skills.
...anization. As outlined in the “Devanna Model” the interrelatedness of all principal HR functions would lead to costly consequences for the organization as a result of unsuitable applicants being chosen in the selection process. While the selection processes available are versatile, including models of probation, random selection, quota systems, empirical considerations, and intrinsic attributes, there are several common characteristics which are often found when selecting external candidates. These include CV screening, preliminary interviews, application forms, psychometric testing, assessment centres, interviews, medical examinations, and reference checks. As each method has a different validity and reliability, it is important for HR officers to use a combination of different methods to objectively predict and select the most suitable workers for the job.
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.
...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.
...oose from, however sorting through applications to remove unsuitable ones can be time consuming. The other negative is that you are only going to get people that are actively seeking. This is why they don’t just use this method. Another method is using social media. This method is effective because of how popular social media is today. It generates a wide reach and you can set it so certain people will see it, for example people living in certain areas, people of a certain age etc. This is very useful for NatureCare as they are looking for university graduates of at least 4-5 years ago. They can advertise to certain regions, or even people that have attended certain schools, such as UC. Social media recruiting is effective because it is not a high cost compared to traditional advertising and the hiring time can be reduced greatly.