An Interview About Human Resources

Internal recruitment methods include Job posting, Job Bidding, and employee referrals. One internal recruitment method that JetBlue used was Employee referrals. JetBlue figured that satisfied pilots would be a great source for recruiting their friends from competing airlines. The advantages of this method are that it could attract potential employees who are already aware of the company’s operations through word of mouth. The disadvantages are that the potential employee who was referred may not be as happy as the current employee once with the organization.

* 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

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

What was one of the hardest things you’ve ever had to do in your position?

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.

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.

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,

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

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

With that said, recruitment strategies should be creative and try to extend beyond the traditional methods. Referrals may be useful in the industry, if care is taken to avoid adverse impact. It also makes sense to advertise in directed mediums, like in truck stops across the country. If the organization has the money to invest, they could also “build” their talent and provide training to the people they want to put into their talent pipeline by providing courses leading to CDL licensure. This could create a sense of commitment to the organization and reduce turnover.

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

The first push of recruiting will come from existing relationships and general networking. Adding a marketing campaign to create some “buzz” and more importantly a good first impressions for Agents researching us after we reached out to them will increase the prospect pipeline. Targeted networking, cold calling, resume boards, and job blitz will step in as the initial wave of prospects slow.

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.

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

The biggest challenge facing every human resource department today is recruiting and retaining the “right” talent. Finding the right person to provide the best level of performance for each position in an organization can be like trying to put a puzzle together without all of the pieces. From the application, résumé, and references, matching the candidate’s skill fit is pretty straightforward. In the interview, a lot can be evaluated when it comes to company fit, including attitudes, values, appearance, and so on. The last piece of the puzzle, and most important, is job fit. According to a study conducted by Harvard Business Review between 1961 and 1980 of 360,000 people in 14 different industries, employees performed at a