736 REPLY TWO

Application 2-2 Matt Winger is a new business development representative for TechSource Staffing. TechSource is a recruiting company that handles the candidate recruit- ing process for technology and engineering firms. TechSource develops relationships with talented engineers and information technology specialists; companies turn to TechSource when they are looking for a strong pool of potential employees to fill open positions in their firms. Companies become TechSource clients when they see the value (Continued) (Continued) of partnering with a firm that can provide recruiting expertise, great talent, and add effi- ciency to the recruiting and hiring process. By using TechSource services, companies outsource the recruiting function of the human resources department, freeing up those personnel to focus on employee training and development, among other things. TechSource offers three different employee options: contract, contract-for-hire, and direct placement. Contract employees are…

Assume you are on a job interview and you have listed on your resume a career interest in facilities planning. The firm where you are interviewing is a consulting firm that specializes in problem-solving for transportation, communication, and the service industries. React to the following statement directed to you by the firm’s personnel director: “Facilities planning is possible of interest to a firm involved in manufacturing, but it is not clear that our customers have needs in this area sufficient for you to pursue your field of interest.” (300-500 words) PLEASE DONT COPY SOMEONE ALREADY ANSWERED IT

“Recruiters bring a lot to the table. They have many contacts and are relatively adept at finding qualified candidates who aren’t actively looking to change jobs. They can keep your firm’s name confidential, and can save top management’s time by building an applicant pool. The recruiter’s fee might actually turn out to be small when you compare it to the executive time saved.” Justify it by explaining most relevant two sources of recruitment

Interviewing Candidates     The interview is the most widespread selection method used to fill positions in organizations. Unfortunately, research on employment interviews has shown that, without proper care, interviews can be unreliable, low in validity, and biased against different groups. One way to improve the interview process is for HR staff to keep the interview structured, standardized, and focused on accomplishing a small number of goals. Moreover, using situational interviews—where applicants are confronted with specific issues, questions, or problems that are likely to arise on the job—have provided pertinent information about the way an applicant may handle the job he or she is applying to fill. In the following case, a local small business is overwhelmed by responses to a job posting and asks an HR consultant to assist in the selection process.   David Holmes is an HR consultant hired by Beds O' Plenty (BOP), a local mattress company. BOP is a fairly new business that has…

Interviewing Candidates     The interview is the most widespread selection method used to fill positions in organizations. Unfortunately, research on employment interviews has shown that, without proper care, interviews can be unreliable, low in validity, and biased against different groups. One way to improve the interview process is for HR staff to keep the interview structured, standardized, and focused on accomplishing a small number of goals. Moreover, using situational interviews—where applicants are confronted with specific issues, questions, or problems that are likely to arise on the job—have provided pertinent information about the way an applicant may handle the job he or she is applying to fill. In the following case, a local small business is overwhelmed by responses to a job posting and asks an HR consultant to assist in the selection process.   David Holmes is an HR consultant hired by Beds O' Plenty (BOP), a local mattress company. BOP is a fairly new business that has…

Interviewing Candidates     The interview is the most widespread selection method used to fill positions in organizations. Unfortunately, research on employment interviews has shown that, without proper care, interviews can be unreliable, low in validity, and biased against different groups. One way to improve the interview process is for HR staff to keep the interview structured, standardized, and focused on accomplishing a small number of goals. Moreover, using situational interviews—where applicants are confronted with specific issues, questions, or problems that are likely to arise on the job—have provided pertinent information about the way an applicant may handle the job he or she is applying to fill. In the following case, a local small business is overwhelmed by responses to a job posting and asks an HR consultant to assist in the selection process.     David Holmes is an HR consultant hired by Beds O' Plenty (BOP), a local mattress company. BOP is a fairly new business that…

Hiring preferences related to age, religion, race, ethnicity, social condition (membership to clubs or organizations), and gender are unethical and illegal (U.S. Small Business Administration 2004). Therefore, please identify at least 10 interview questions that are illegal in the United States because they seek to determine personal characteristics that cannot be used when making a hiring decision.

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Recruiters are beginning to heavily use artificial intelligence (AI) and other smart technology recruiting tools in their jobs. One of the major selling points besides the fact that these programs save significant amounts of recruiter time is that artificial intelligence can make better decisions than human recruiters because of the lack of bias. However, most of the companies selling this software also note that AI programs are only as good as their programming. Would you like AI to be used if you were applying for a job position? Why, or why not? How would you prepare your resume to ensure that, when AI is used, your resume if chosen?

Due to organizations’ increased demand for talent, it has become essential for organizations to look for ways to save time and money at each stage of their recruiting process. The best strategies for improvement dig into the data to identify opportunities for unification and structure, then plan for addressing those concerns with efficient solutions. As a result, creating an efficient recruitment process is becoming more and more important for maintaining company profitability. Vacant positions cost money, strain resources, and stress existing staff. And, the longer positions are open, the higher the price. With every employee having a direct and measurable impact on a company’s bottom line, organizations must find new ways to discover quality talent faster. But, building a better recruiting process can be an overwhelming undertaking for any human resource/ talent acquisition department. Explain contemporary recruitment and selection process to save time and resources and get the best…

Due to organizations’ increased demand for talent, it has become essential for organizations to look for ways to save time and money at each stage of their recruiting process. The best strategies for improvement dig into the data to identify opportunities for unification and structure, then plan for addressing those concerns with efficient solutions. As a result, creating an efficient recruitment process is becoming more and more important for maintaining company profitability. Vacant positions cost money, strain resources, and stress existing staff. And, the longer positions are open, the higher the price. With every employee having a direct and measurable impact on a company’s bottom line, organizations must find new ways to discover quality talent faster. But, building a better recruiting process can be an overwhelming undertaking for any human resource/ talent acquisition department. Explain contemporary recruitment and selection process to save time and resources and get the best…

Employees are companies’ lifeblood so finding and attracting the best candidates is of utmost importance. A poor recruitment effort can result in unfilled jobs and a loss of revenue. Therefore, employers usually find it advantageous to use internal promotions and transfers to fill as many openings as possible above the entry-level. Explain FOUR (4) potential benefits of recruiting internally.

Evidence suggests that the employees who already have the highest skill levels in an organization are the most likely to receive further training, while the lower-skilled employees most in need of training are less likely to receive it, either because those employees decline opportunities or because they are not selected to participate. Why might the situation described above happen? What criteria should be used to determine who is selected to participate in training programs? How can organizations encourage lower-skilled employees to take advantage of elective training opportunities?

What are the components of an effective recruiting strategy that will drive qualified candidates to the organization? Why do some recruiting campaigns end in failure, without finding the best talent currently available?

Employee referral is a popular method of recruiting candidates. What are its advantages and disadvantages? What are the advantages and disadvantages of the various external recruitment sources?

You have recently appointed as the HR Manager of your company, and you have been charged with the responsibility of developing an effective Recruitment programme to ensure the recruitment and development of fully qualified persons. 1.In your own words explain what recruitment entails. 2. Describe the basic approaches to recruitment. 3. Explain the advantages and disadvantages of recruiting from within the organisation. 4. Explain the advantages and disadvantages of external recruitment. 5.  State clearly your preferred approach to recruitment and state your rationale for your preferred mode. 6. Describe how recruitment activities are integrated with diversity and equal opportunity initiatives.

You want to apply for the position of Human Resources Director with a Fortune 1000 company in the field of retailing. The company "would prefer" applicants with at least four years of experience, though others can also apply. You are six months short on the preferred experience. However, you are absolutely confident of yourself and want to convince the recruiter about the same.

The express purpose of recruiting is to ensure that a sufficient number of, and competent,applicants apply for the various jobs in the business as and when required. Write an essay contrasting the different recruiting methods available to a HR manager duringthe recruitment process.

Many recruitment strategies depend heavily upon internet and social media sources, but, for many situations, non-web-based methods continue to play an important role. For this discussion, research current recruiting methods and then analyze recruiting best practices. From your findings, compare and contrast at least two types of online sources with two types of non-web-based sources (career fairs, networking, etc.). As a part of your comparisons, consider the following for each method: Cost: What are the financial costs to the company? Which methods are most cost effective? Timeliness: How much time is required to find a candidate? Effectiveness: For the time and costs spent, which methods will produce the best candidates? Some methods will generate a large number of applicants, but it is only helpful if the applicants are actually qualified for the position.

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Recruitment is a crucial aspect of organizational growth and success, serving as the gateway to acquiring talented individuals who contribute to a company's overall objectives. The process involves attracting, screening, and selecting qualified candidates for various job positions. Effective recruitment strategies not only focus on identifying individuals with the right skill set but also on assessing their cultural fit within the organization. This often includes evaluating their values, work ethic, and compatibility with the company's mission and vision. Recruitment methods have evolved over time, incorporating online platforms, social media, and advanced assessment tools to streamline the process and reach a wider pool of potential candidates. However, challenges such as competition for top talent, changing job market dynamics, and the need for diversity and inclusion continue to shape recruitment practices. How do organizations balance the use of technology in recruitment with the…

Online multiple-choice questionnaires are a hot trend in recruiting, experts say. Employers may ask not only how applicants would handle tricky situations, but also how happy they are or how much they have stolen from their previous employer. The multiple-choice format poses a dilemma for the applicant whether to be truthful or say what the employer might want to hear. Is this practice fair? What are some advantages and disadvantages of this practice?