An Interview About Human Resources

The past couple semesters we have focused on theories, techniques, role-plays, etc. However, I think learning more about the human services profession as a whole is extremely beneficial. For this assignment, I conducted an interview with a Licensed Independent Clinical Social Worker (LICSW) named Joshua Feinberg at Chestnut Ridge Hospital. Joshua has been working as a social worker for four years. He enjoys the counseling aspect more than anything as being a social worker. At Chestnut Ridge Hospital, LICSW are technically called a “Clinical Therapist”. They are called clinical therapists because they mostly do counseling at this facility. During the course of the interview, the questions focused on the professional roles, positives, negatives,

After writing my Professional Development Plan, I thought about a person who had knowledge of my desired position, but who also had experienced things in their life that would translate into their work ethics. After much thought, I turned to Dana Yorko. A family friend and a woman who has had experience in both the corporate world and life. Dana currently works as an General Manager for a company titled American Executive Centers. Our entire interview spent a total of three days, which consisted of exploring her work environment and the duties and responsibilities behind her position at AEC.

* The first place I would recruit would be internally. I chose this method first because what better place than to recruit directly from professionals who are connected with other professionals of the like. More than likely, someone knows someone who is looking for employment in the same field. Traditionally, companies use this method to promote from within; however, I believe this method can be used for more than this intended purpose. The network is already in place to gain a proper prospective pool of candidates, and it

18. (TCO 7) Which of the following is a more elaborate set of performance simulation tests specifically designed to evaluate a candidate's managerial potential? (Points : 4)

Most companies worry about the disturbing effects of a bad hire such as cost and time versus identifying someone who is great. Unfortunately, many human resource professionals overlook distinct skills that these top performers have and what the company actually needs. Some of the examples of how narrow recruiting process excluded talented prospects like author JK Rowling as she was turned-out by four publishers this is one example how organizations need to open up their minds and seek distinguish talent. Organizations need to change their culture, become bolder and take risks. A more detail approach is not applicable for every organization. It really depends on the type of organization that your recruiting process needs an in-depth procedure. If you a hiring a general labor you wouldn’t use this approach but you would use it for a surgeon or a schools president. The main conclusions in this podcast is that companies need to think beyond the negative outcome and think about what can go right. Finding exceptional talent will still be a challenge but those that do take that challenge will have even better outcome and

An interview with Caitlin Rosenthal, in 19th centaury the plantations along with their use of scientific approach to management as a technique of increasing the metrics of standardized efficiency. Rosenthal concluded that many plantations were more sophisticated at the time than factories.

Organisational context – Recruiting and selecting talent who’s attitude that ‘matches’ the organisations culture, is a factor that influences recruitment and selection. For example, the ‘right person’ for the organisation, can then develop a job around their skills and capabilities.

Individual differences- attracting a wide choice of applicants will be of little use unless there is a measuring how people differ, i.e. intelligence, attitudes, social skills, psychological and physical characteristics, experience

At first, it was intimidating listening to Carmichael Lynch (CL) Talent Acquisition Director Ed Huerta-Margotta speak and provide insight about his agency’s hiring strategy. He got straight to the point in his presentation and emphasized his professional game of “hide and seek.” However, once Huerta-Margotta ran through his slides, he opened up the floor to questions, proving himself as a valuable student resource on applications, personal brand and hiring expectations.

The first method is the "you find us" method (Sullivan 2005), which consists of job fairs, campus career events, or maintains a positive communication rapport with other managers. Networking with local business, and schools is a great way to find fresh talent. This method is a great method to begin the process of becoming an organization that takes the time to recruit. We will also continue to use our internal and external corporate website, but enhancing it by using other online job search like Mondster.com, Careerbuilder.com, and Hotjobs.com. These job search engines will allow us to maintain a current, and pre-screened database of a wide range of potential employees. The Second method that we will also utilize is the "we find you" method (Sullivan 2005). The second methods that will be implemented consist

To work in the Human Resource management field you must maintain and improve the company by planning, implementing, and evaluating employee relations and human resource policies, programs, and practices. It is a challenging and yet rewarding field to work in. However, just like every business field, people who work in the human resource department face many challenges when it comes to discrimination.

as the only way to access whether a person is suitable for the job is

Selecting the right employee to fill a position is one of the most challenging decision making processes a company has to make. The ultimate goal of employee selection is to hire the candidate who is most compatible not only with the organization but for the position that they are trying to fill. In order for the candidate to be successful in a particular position, their talents and personal goals must be taken into consideration and objectives need to be utilized in order to retain qualified individuals. The most common forms of selection methods are resumes and applications but testing, interviews, reference checks, honesty tests, medical exam and drug

Talent acquisition is defined as the “strategic approach to identifying, attracting and onboarding top talent to efficiently and effectively meet dynamic business needs” (Erickson, 2012). Talent acquisition has the unique role of ensuring job applicants not only have the right credentials for the job, but also have the right mentality for the job. In other words, the person who ultimately will be offered the job needs to ‘fit’ within the firm’s structure and culture.

Recruiting highly capable employees has become more than an art, it has now become a strategy. And taking a strategic approach means utilizing a strong recruitment and selection process to attract the right candidates to my organization. The strategy has grown, there are several effective recruitment and selection strategies that are far more advanced than simply asking the right questions.