Candidates for Job Opening

The guidelines provide a guiding principle upon which employers such as the federal, state, and local governments as well as private organizations base their employment procedures. Under these guidelines, the employers are required to come up with employment tests and test processes that ensure the "appropriate" proportion of minority and protected races or individuals are hired and/or promoted without bias or discrimination. This whole process is generally referred to as "the reduction of adverse impact."

Based on Steven Robinson’s resume his education, job skills, experience and other competences fit (P – O fit and P – J fit) the organizations requirements and the job requirements better than the other candidates. Hiring Robinson would be the right thing to do. Not only his is qualified and a potential candidate for

Y o u r C a r e e r: H o w t o M a k e It H a p p e n

The six week practical rotation I completed at SJOGH Mount Lawley operating theatre solidified my goal to be part of the theatre and recovery team. During this time I studied instrument names, passing technique, sterile scrub procedure and how to set up and maintain the sterile field. On several occasions I was able to act as scrub scout, only requiring supervision and assistance from my buddy nurse with medications because it was out of my scope of practice to

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.

The recruiting process is implemented to find the best candidates for the position by reaching a large target population about the job opening. Permalco is struggling to find the right employees to fill the open positions within the organization and now they are narrowing the target search with will be difficult to find the right personnel for the position. The intensions of the recruiting process is to find many qualified applicants and narrow the search down by his/ her personality and qualifications in regards to the company’s standards. Permalco is going to face many challenges in the recruiting process by focusing more on females and minorities instead of considering every qualified applicant as a potential employee.

In my role as a hiring manger I would choose Jyoti. She seems to be the best suited person for the job because she has most of the requirements needed for the position. She is a manager of a wireless retail store; she has people skills and leadership abilities. She is experienced in turning revenues in the red around, which displays good financial management skills in sales. Ms. Jyoti is single and available to devote time needed to turn things around and can travel if needed. Having worked in the wireless field is a plus to the company, and her possession of great customer relationship skills is very much needed in the growing technology world today. I believe with appropriate training and some encouragement to take college courses in fiber optics she would be a great asset for the company.

Finding the new era of law enforcement can be extremely difficult. Recruiting officers is one thing, but retaining officers within the department is a whole other story. As a new demographic begins to replace the existing workforce, the environment they will step into is not the same one their predecessors faced. Technological advances and societal tensions have resulted in the adoption of new principles, people, and practices.

I think I am the most qualified for the position because I am a good leader. I work well with others, have a good relationship with the editors and writers on staff, and do not shy away from making important decisions, such as whether to run a controversial article or not. I am an efficient worker; I always have my pages done before Late Night because I try use my time in class wisely. Finally, I am creative. This past year, I

Now that your thinking about these two different people (that your considering to hire) which one would you choose? Person 1 or Person 2 ? Well, the majority of us would choose Person 2. Why?? Because Person 2 shows that they are humble, teachable, and grateful. We wouldn't hire Person 1 because they appeared as arrogant, "stuck-up", and maybe even pushy.

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

I would choose candidate 2 because candidate 2 displays professionalism even though he or she may not have that much experience. In the working world, professionalism is a trait most employers look for and within professionalism, workplace ethics plays a key role. Work place ethics can be defined as the set of behaviors an employee must display within their professional setting. Some of the characteristics include but are not limited to: attitude, personality, honesty, organization, appearance, etc. One key characteristic every manager tends to focus on is honesty and integrity in the workplace. If an employee lies to the manager saying he had finished a task then then the manager would put his or her complete trust in the employee and believe that the task is finished even though the employee was probably lying.

The purpose of this research is to gather information for a potential employee who may be seeking a job in HRD within Mather LifeWays.

The recruitment and selection process refers to where organisations use various methods in order to generate a pool of candidates that are suited to the job at hand and align with the organisations goals. With technology being used and relied on by many in the business world, it is important that organisations stay relevant by implementing both web-based applications methods and scientific tests to attract the best possible people for the job. These both have their benefits and negatives when used in the recruitment and selection process, but with some modifications, they would further aid organisations to attract the best possible employees to fit into the job.