Acquisition Of Good Candidates : An Interview

In order to create and develop a training session for line managers with the title 'managing recruitment, selection and appointments lawfully ', I will firstly explain the methods and policies that support lawful recruitment and selection, in particular discrimination law in recruitment and selection and the law of contract, this will be done in the form of a presentation to our management team.

Boards of Trustees at community colleges play a key role in the hiring of a new president. It is important that before the hiring process begins, the board develop a model that they would like to follow to achieve this goal. As a liaison for the board, I will ensure that the critical steps needed in order to have a successful process are accomplish. There are several components needed to create this model. The steps include, identifying the qualities that the board would like to see in a president, establishing the hiring criteria, creating a job description, recruiting measures, and the selection process.

Today Julie Frana, a staffing specialist/human resources recruiter from Manpower came in to talk to our health careers class about interviews. I learned a lot of different things from this presentation.

Out of the three interview options I decided to do a selection interview. I chose to do a selection interview because it was the interview I was most comfortable doing and the type of interview I have been most exposed to in my life. My selection interview was a role play medical school admissions interview. I chose to do this type of interview because it was the most pertinent to my life because I will be doing these types of interviews next year (however, then I will be the interviewee). It was also fun for me to be the interviewer for this type of interview. I decided to do this interview with my friend Payge. I chose Payge because she also is a premedical student and I knew she could benefit from this interview as well. By practicing a

The agency today has a comprehensive recruitment process. Like any other career plan, to begin the process of becoming an agent of the FBI, you first have to contain a college degree. Contrary to the assumption that a major in criminal justice is needed to apply for a position in the agency, the FBI hires individuals with various degrees. This helps the agency have diverse teams and members for numerous field objectives. Once an individual is ready to apply, the first step is to go to the FBI’s website and create a profile for themselves. You provide personal information, a well-organized resume, and answer several questions that allow the individual to reassure they are qualified to even submit an application, and lastly submit important documents

During the interview process the interviewer and interviewee must be aware of questions that may be illegal, discriminatory, or inappropriate. Summarized below are a few examples of those types of questions and how to answer them appropriately and professionally if asked.

The attachments demonstrated in the commercial from class would be emotional recruitability. According to Holden (2016), the key to emotional recruitability is not only being attentive to the child but brining warmth at the moment of interaction (p.101). Indeed, it requires parents to pick up on cues and signals of the baby and responding appropriately. However, if parent do not respond appropriately, child will mirror the lack of emotional recruitability.

Locate the website of a company that employs people in your area. Based on the information displayed on the website, what can you tell about how the company recruits and selects employees? How does the information you located on the website relate to the information presented in this week’s reading assignment and lesson materials? Where else could you look to locate more information about the recruiting and selection process for this company?

When conducting an interview there are a few specific things you’re looking for, behaviors, skills, and experience. You can ask interview questions that are job specific. You cannot ask questions about age, race, gender, religion, and family status. If you asked questions like those you are putting the company at risk for a discrimination law suit.

D1- Evaluate the usefulness of the documents used in the interview pack for a given organisation, in facilitating the interview process.

Candidates should not be questioned in a way that implies, or could be taken to imply, unfair or discriminatory attitudes to the applicant's age; sex; marital/relationship status; sexual orientation; pregnancy; intersex status; career/family responsibilities; impairment; disability;

When employers are interviewing candidates for specific positions it is illegal for the employer to ask questions that pertains

In today’s competitive healthcare industry, employers must ensure the employees chosen to work within the organization are going to support the mission, vision and values it sets forth. Selecting an appropriate employee can be a challenging task for Human Resources (HR) and nurse managers and, therefore, an organization must have a reliable selection process in place to ensure the best individual is chosen. The purpose of this paper is to outline the employee selection process at Sunnybrook Health Sciences Centre and how it was used to recently fill a Nurse Clinician position.

Refer to Appendix and based on the data available, I would recommend that this company should use the structured interview method for future selection because the method has the highest utility compare with the other two selection methods. A higher utility indicates an increased validity of the method used, and this implies that the annual productivity of these selected applicants in average dollar value would increase thereby increasing the financial position of the company (pg.191). Structured interview method which is a standardized technique is the process of asking, collecting, and rating of the interviewees based on the information collected from them (pg.221). All the respondents are asked the same questions in a predetermined format and the essence of this interview method is to know and determine the past experiences and the qualities the interviewees are bringing into the company.

The last step in workforce analysis involves the development of strategies that will cover the future gaps and surpluses. Strategies will include programs, policies, and practices that will assist in recruiting, developing, and retaining the needed staff and achieve the mission