736 REPLY THREE

CAn personality Test be utilized to Predict Employee Performance?

Explain What strategies can organizations employ to encourage employees to refer high-quality candidates rather than simply referring friends or acquaintances?

How can managers effectively evaluate candidates during the hiring process to ensure that they are a good fit for the organization and the role?

What are the best practices for conducting interviews and assessing candidates to ensure a good fit for the organization?

you are the hiring manager for your company.  You have posted an opening at your company and are recruiting applicants.  What are the steps you would take to ensure you hire the right fit for the vacancy?  After selecting the "right candidate", what would be your next step in getting the new hire "acquainted" with the job?

How can organizations effectively evaluate and select candidates during the hiring process? Discuss various assessment methods and their appropriateness for different roles.

When applying for a job, what is the personal "point of difference", and why would this make you stand out versus other job candidates?

Imagine you are a manager hiring a new employee. Pick four biases (from the following: ease of recall, retrievability, insensitivity to base rates, insensitivity to sample size, misconception of chance, regression to the mean, confirmation trap, anchoring, overprecision, overplacement, overestimation, curse of knowledge/hindsight) and explain how they are likely to influence you at any stage of the hiring process (e.g. looking at resumes, in-person interview). What steps should you take to avoid these biases? Make sure to also define the biases in your own words and mention what heuristic they fall under.

How can the Myers Briggs Type Indicator (MBTI) be used in employment settings?

Choose three internal selection factors that you believe would be most reliable for promoting employees within an organization. Next, describe two reasons why an individual should consider these three factors when promoting employees within an organization. Justify your response.

Many methods can be used to attract potential talent to an organization. Organizations seeking to create a diverse workforce can maximize these efforts by engaging in recruitment efforts that target a diverse audience. Failure to employ strategies focused on attracting diverse candidate limits diversity in the workplace. It can potentially cost the business first-rate candidates simply because they were not aware of the available position. Discuss 3 diversity and inclusion practices that can be used in the recruitment or selection process to attract a more diverse pool of candidates and reduce bias. In the response, explain each technique and the rationale behind the choices made.

Identify two strategies that can be utilized and implemented to encourage a more diverse applicant pool to apply for organizational positions. These strategies should result in a more diverse workforce, one that encourages the hiring and retention of those with different backgrounds, perspectives, opinions, etc. Note: Accomplishing this objective is broader than the human resources department broadening its hiring practices; instead, strategies must be identified to engage employees to promote a more diverse workplace throughout the community.

Why does recruitment need to be improved?  How can it be improved upon: Interviewing  policies affecting recruitment Use of job orientations

Employers are struggling to find candidates in almost every industry, how can companies/organizations use benefits and employee recognition to their advantage when it comes to hiring new employees.

Organizations must find the best candidate for a job among a pool of many applicants. which basic selection criterion do you feel is the most critical in hiring? Give a rational for your decision •education and experience •skills and abilities

When assessing candidates throughout the selection process, we are trying to establish which candidate we want to get into an employment relationship with. Doesn't this remind you of another relationship-building process? Imagine something we could learn from online dating when it comes to screening who to interview for a job?

Briefly discuss and give examples of at least five common interviewing mistakes. What recommendations would you give for avoiding these interviewing mistakes?

a) Diversity is one of the most challenging issue in managing the workforce. What support conditions an Organization should develop and establish to take the maximum advantage of diversity? (8) b) Why is 360 degree feedback preferred over traditional appraisal methods? (6) c) Can an organizations training capabilities suffice and rectify any errors occurred during the selection process? Why/Why not?

What do you see as the advantages and disadvantages to a task-based job analysis versus a competency-based job analysis?

Abstract report: Can Personality test be Utilized to Predict Employee Performance

27. The Psychoanalytic Theory of Occupational Choice is based on the ego defense mechanisms of: a. Justification and Identification b. Compensation and Justification c. Sublimation and Compensation d. Sublimation and Identification

You are a hiring manager for your organization, choose a position that you will be hiring for and what criteria you will be using to make your selection.  (Criteria is in reference to what skills, traits, experience, etc... you would use in selecting the appropriate person for the position.) Explain why you chose that criteria.

How can organizations develop effective job descriptions and job postings that accurately reflect the requirements of a given role and attract the right candidates?

5

Why effective recruiting is a challenge for most of the managers?

Explain in detail to juan all of the stages in a effective recruitment and selection( Talent Acquisition) program. In addition to your explanation, provide a list of three specific issues that may arise if an organization does not have a well-developed talent acquisition program, and explain each of these issues in full.?

How would an organization determine the types of benefits that employees might want? What methods of collecting this information would be recommended for a company use if the goal is to enhance the employer's ability to attract and retain high-quality talent?

Explain what types of jobs can be more suitable for employees’ categories presented by Douglas McGregor? Provide support to your answer separately for each category as well as each job.