Recruitment Case Essay Research Paper If I

Recruitment Case Essay, Research Paper If I have to hire someone for a specific position my main objective will be as efficient and professional as possible. Also I have to be creative and imaginative using many ways to search for the ideal person for the position. The major part of successful recruiting is selling the company to a prospective applicant.

Recruitment Case Essay, Research Paper

If I have to hire someone for a specific position my main objective will be as efficient and professional as possible. Also I have to be creative and imaginative using many ways to search for the ideal person for the position. The major part of successful recruiting is selling the company to a prospective applicant. A creative and innovative recruitment program is perceived by job applicants as unique, and this can be highly successful for the company in attracting more qualified groups of potentially promising employees.

These are the available positions to hire:

v Data base Programmer

v Human Resource Director

v Word Processing Specialist

Data Base Programmer

To select somebody as the Data Base Programmer the first thing that I will do is screen within the company data base to see if someone in the manufactory company shows the potential or qualification for the position. Another way to find the ideal candidate is by using job posting to notify all employees in the company that the job is available. I will also inform my employees within the organization that they are invited to apply. During the outside search, I will use the Minneapolis Star Tribute and St. Paul Pioneer Press newspaper to advertise the available position. The advantage of using the newspaper advertisement that it’s relatively inexpensive and is a quick way to recruit applicants. This method is appropriate because our company has a good recognition in the community because offer to their employees an excellent compensation and benefit programs. Our newspaper can attract many unqualified applicants to the company. In order to avoid spending a lot of time screening out the incorrect candidates I will specify in the advertisement that as a requirement all the job solicitants have to send a resume or letter fully outlining their qualifications. This material can be carefully reviewed before I decide which applicants we would like to invite for a personal interview. I could also look in a Vocational School to find students that have previous experience with data base program because many of these people have hands on experience.

During the selection process, all candidates need to submit a resume and fill the application blank to screen the candidates. The weighted application is the focus in the necessary skill for a Data Base Programmer. Also, I will use a training and experience evaluation to help to know about the candidate’s previous training and experience.

Having succeeded in recruiting a good number of well-qualified job applicants, our next step is to hold preliminary interviews in order to screen out the unqualified applicants. In this phase I have to be fair and courteous. The preliminary interview will take a short period of time.

Once we have reduced our unscreened past job applicants through the initial screening process, the next step is to verify the employment reference by calling the last boss. In my opinion, it is the most useful strategy to employ, because it is an inexpensive way to generate information about their career performance. To finalize as a requirement the candidate would have to show his ability to complete the job task by submitting a portfolio with work samples.

The last step is the final interview. In this phase the applicant who has the requirement will be interviewed. In the interview, I will have a 2-department representation to participate in the evaluation process. This person will have a good understanding of the Data Base Programmer.

Some questions that I could use in my interview for the Date base Programmer position will be:

? What special skills do you have that can be helpful to our company?

? How many years of experience do you have as a Data Base Programmer?

? What are some of the things in a job that are important to you?

? What type of experience do you have?

? Would you be willing to attend seminar course to keep your skill up to date?

The information collected from the candidate is useful for judging the candidate’s abilities to perform a job. This information is used to compare an applicant’s strengths and weaknesses in the Data Base Programmer position. By interview process we will decide to hire the candidate that will better accomplish the job, and whom they believe can develop good job performance skills.

Human Resource Director

The first thing that I will do to find someone for the Human Resource Director is review the human resource data base in each department in the company to see if somebody in the company shows the potential or is qualified for transfer to another job department. These positions require a good understanding and experience. The Human Resource position will be effective if the candidate has a good understanding about the company philosophy, mission, and goals before he implements organizational changes. During the recruitment process, I will do my best to find someone within the company to occupy the position.

Another method that I will include is to contact an Executive Search firm service, because they will refer only the candidates who seem to meet the job requirements. This method is a fast and effective way to obtain a good list of possible candidates.

Every possible candidate has to send a resume to the company. The next step is checking his job references by phone. Before this, the applicant has to fill out the application blanks. The application blank method help to know more about his background, experience and other specific areas to judge the candidate abilities to perform this position. The candidates for the human resource position require experience to facilitate in the creation of new performance management. This previous experience is necessary to handle 1,000 employees in the company.

Finally, I will use the structured interview. We will focus the interview question on the base of the job analysis. During the panel interview the department directors the different point of view will help to make the final decision.

These are some of the question that I will use:

? How did you handle the organizational change?

? What kind of organizational change do you make in your last job?

? What were your specific duties and responsibilities in each of your previous jobs?

? How can you reduce the cost of benefits without reducing the level of benefits for employees?

Word Processing Specialist

For the Work Processing Specialist Position, I will try to find an employee referral. Through this process, I will ask my employees for a list of possible candidate for the position. I will use this use this technique because is inexpensive and effective. It will also help me to quickly find candidates with the particular skills as an incentive. I will offer $200 bonus to the employee who referred the hired candidate.

Another process that I will do is screening the company past application files. The company records already have a lot of information on prospective candidates in the company profile. Some of them have the skill and experience necessary for this position.

Also, I will use the Minority Agency to try to offer more opportunity for minority groups. I will also comply with the EEO law employee requirement. I will give the same opportunity to all the applicants that accomplish with all requisites.

The Employment Agency can save time and money by screening the unqualified candidates and referring only those have the job requirements.

The next step is to evaluate the applicant’s resume. After I collect the resume information I will verify the employee’s reference only who have the job specifications. The adequate applicants would be called to schedule an interview. I will use a combination of structured interview and unstructured interview questions strictly based on the job analysis result. The recruitment process will be complete with panel interview that would be including a Marketing manager and me.

These are some of the question that I will use to interview the prospective applicants for this position:

? Can you describe your previous job responsibility and duties?

? How many computer course do you have

? How have you used this process on the job?

? How many years of experience do you have working with Power point presentation, making wed page and desktop publishing?

After the interview process the candidate has to show a past job sample. Then the candidate can display their ability and creativity using Power Point presentations, a web pages, and desktop publishing. During the interview the panel members will participate by asking questions of the applicants. Finally the panel member ill make the final decision about the best candidate for the vacancy.

Conclusion:

To hire the right candidate we have to know how successful the candidate was in their previous job. Through the job reference will verify his job performance with the last manager. By this step the recruiter will be have an accurate idea about candidate future performance. By comparing the overall employee performance I could decide which candidate to take the position.

If I have to hire someone for a specific position my main objective will be as efficient and professional as possible. Also I have to be creative and imaginative using many ways to search for the ideal person for the position. The major part of successful recruiting is selling the company to a prospective applicant. A creative and innovative recruitment program is perceived by job applicants as unique, and this can be highly successful for the company in attracting more qualified groups of potentially promising employees.

These are the available positions to hire:

v Data base Programmer

v Human Resource Director

v Word Processing Specialist

Data Base Programmer

To select somebody as the Data Base Programmer the first thing that I will do is screen within the company data base to see if someone in the manufactory company shows the potential or qualification for the position. Another way to find the ideal candidate is by using job posting to notify all employees in the company that the job is available. I will also inform my employees within the organization that they are invited to apply. During the outside search, I will use the Minneapolis Star Tribute and St. Paul Pioneer Press newspaper to advertise the available position. The advantage of using the newspaper advertisement that it’s relatively inexpensive and is a quick way to recruit applicants. This method is appropriate because our company has a good recognition in the community because offer to their employees an excellent compensation and benefit programs. Our newspaper can attract many unqualified applicants to the company. In order to avoid spending a lot of time screening out the incorrect candidates I will specify in the advertisement that as a requirement all the job solicitants have to send a resume or letter fully outlining their qualifications. This material can be carefully reviewed before I decide which applicants we would like to invite for a personal interview. I could also look in a Vocational School to find students that have previous experience with data base program because many of these people have hands on experience.

During the selection process, all candidates need to submit a resume and fill the application blank to screen the candidates. The weighted application is the focus in the necessary skill for a Data Base Programmer. Also, I will use a training and experience evaluation to help to know about the candidate’s previous training and experience.

Having succeeded in recruiting a good number of well-qualified job applicants, our next step is to hold preliminary interviews in order to screen out the unqualified applicants. In this phase I have to be fair and courteous. The preliminary interview will take a short period of time.

Once we have reduced our unscreened past job applicants through the initial screening process, the next step is to verify the employment reference by calling the last boss. In my opinion, it is the most useful strategy to employ, because it is an inexpensive way to generate information about their career performance. To finalize as a requirement the candidate would have to show his ability to complete the job task by submitting a portfolio with work samples.

The last step is the final interview. In this phase the applicant who has the requirement will be interviewed. In the interview, I will have a 2-department representation to participate in the evaluation process. This person will have a good understanding of the Data Base Programmer.

Some questions that I could use in my interview for the Date base Programmer position will be:

? What special skills do you have that can be helpful to our company?

? How many years of experience do you have as a Data Base Programmer?

? What are some of the things in a job that are important to you?

? What type of experience do you have?

? Would you be willing to attend seminar course to keep your skill up to date?

The information collected from the candidate is useful for judging the candidate’s abilities to perform a job. This information is used to compare an applicant’s strengths and weaknesses in the Data Base Programmer position. By interview process we will decide to hire the candidate that will better accomplish the job, and whom they believe can develop good job performance skills.

Human Resource Director

The first thing that I will do to find someone for the Human Resource Director is review the human resource data base in each department in the company to see if somebody in the company shows the potential or is qualified for transfer to another job department. These positions require a good understanding and experience. The Human Resource position will be effective if the candidate has a good understanding about the company philosophy, mission, and goals before he implements organizational changes. During the recruitment process, I will do my best to find someone within the company to occupy the position.

Another method that I will include is to contact an Executive Search firm service, because they will refer only the candidates who seem to meet the job requirements. This method is a fast and effective way to obtain a good list of possible candidates.

Every possible candidate has to send a resume to the company. The next step is checking his job references by phone. Before this, the applicant has to fill out the application blanks. The application blank method help to know more about his background, experience and other specific areas to judge the candidate abilities to perform this position. The candidates for the human resource position require experience to facilitate in the creation of new performance management. This previous experience is necessary to handle 1,000 employees in the company.

Finally, I will use the structured interview. We will focus the interview question on the base of the job analysis. During the panel interview the department directors the different point of view will help to make the final decision.

These are some of the question that I will use:

? How did you handle the organizational change?

? What kind of organizational change do you make in your last job?

? What were your specific duties and responsibilities in each of your previous jobs?

? How can you reduce the cost of benefits without reducing the level of benefits for employees?

Word Processing Specialist

For the Work Processing Specialist Position, I will try to find an employee referral. Through this process, I will ask my employees for a list of possible candidate for the position. I will use this use this technique because is inexpensive and effective. It will also help me to quickly find candidates with the particular skills as an incentive. I will offer $200 bonus to the employee who referred the hired candidate.

Another process that I will do is screening the company past application files. The company records already have a lot of information on prospective candidates in the company profile. Some of them have the skill and experience necessary for this position.

Also, I will use the Minority Agency to try to offer more opportunity for minority groups. I will also comply with the EEO law employee requirement. I will give the same opportunity to all the applicants that accomplish with all requisites.

The Employment Agency can save time and money by screening the unqualified candidates and referring only those have the job requirements.

The next step is to evaluate the applicant’s resume. After I collect the resume information I will verify the employee’s reference only who have the job specifications. The adequate applicants would be called to schedule an interview. I will use a combination of structured interview and unstructured interview questions strictly based on the job analysis result. The recruitment process will be complete with panel interview that would be including a Marketing manager and me.

These are some of the question that I will use to interview the prospective applicants for this position:

? Can you describe your previous job responsibility and duties?

? How many computer course do you have

? How have you used this process on the job?

? How many years of experience do you have working with Power point presentation, making wed page and desktop publishing?

After the interview process the candidate has to show a past job sample. Then the candidate can display their ability and creativity using Power Point presentations, a web pages, and desktop publishing. During the interview the panel members will participate by asking questions of the applicants. Finally the panel member ill make the final decision about the best candidate for the vacancy.

Conclusion:

To hire the right candidate we have to know how successful the candidate was in their previous job. Through the job reference will verify his job performance with the last manager. By this step the recruiter will be have an accurate idea about candidate future performance. By comparing the overall employee performance I could decide which candidate to take the position.

Bibliography

http://www.hr-guide.com/recruitment