Claudio Fernandez Araoz : A Global Expert On Hiring And Currently Serves As A Senior Advisor Essay

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."

The job requires taking groups of people and finding where and how they fit into a bigger picture. This skillset is paramount in recruiting and has aided me in finding proven referrals like Justin Margerum and Vincent Paralta, both of whom in record time raised the ranks of

Hiring practices and their evolution over the last 100 years the issue of established prohibitions in hiring practices related to women in policing

When I first saw the final paper assignment posted, I directly decided that I was going to start reading the chapter that goes over the recruiting interview which winds up to be Chapter 7 in the textbook “Interviewing Principles and Practices”. I chose this chapter because I thought it would be interesting to know how the recruiting process differs from one organization to another or from one country to another, given that I chose to interview people from outside the United States. I also picked this chapter because I realized that recruiting is the most used tool in order to decide whether a prospective employee will be a good fit to a given position in a given organization.

As a human resources manager, the primary task is to ensure that only the best candidates are called for interview. In essence, academic credentials are not enough to determine a candidate’s suitability. During the interview, it is important to ensure that the applicant has required skills to meet the firm’s objectives. For example, a given person might have the best academic qualifications as per the job’s description but lack other important aspects such as ability to work in the team and good communication skills. During the interview, such traits should be noted to disqualify applicants who cannot meet fundamental requirements of a team player.

During this podcast interview Dave Summers presents Mr. Anders bestselling book “The Rare Find.” The main purpose of this book is how employers find exceptional talent. In today’s market recruiting can be very crucial but selecting the best is a challenge many human resource professionals face. Whether we work in a public, private, large or small company we face the same encounter how do we know that our talented prospect is a great performer? The selection process needs a new approach to retain the most promising candidates. Over the past decades technology has made recruiting more sophisticated. Selecting exceptional talent is more important than ever because this is a competitive global economy and the business need a change.

What is the difference between recruiting and retaining skilled labour and unskilled manual labour ?

Adams, S. (2013, October 11). The 10 skills employers most want in 20-something employees. Retrieved from Forbes: www.forbs.com/sites/susanadams/2013/10/11/the-10-skills-employers-most-want-in-20-something-employees/#252174cI752d

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.

There are certain strategies that employers use to make sure that they find the right employee such as advertising, employment agencies, web, colleges, professional employment organizations, temp agencies, unsolicited applications, and soliciting specific applicants. There is more than one way to look for employees. My friend, Jonathon Montgomery wanted to start up a small marketing business for local restaurants and sought to hire lot employees to spread the word around town. He went on craigslist to create an ad and three days later he found himself interviewing multiple groups of people to fill the role. He did not have as much trouble in the interviewing process, but he has a lot of trouble in the selection process. In the selection process, it is important to understand the strategy used to select the most qualified employee for the position. Selection the right employee is important and was really important to Jonathon. Our reading states, “ Selecting the right employee is one of the most crucial processes.” (Youssef, C. 2012) It is important, because when selecting the right employees, human resource management must take into consideration, laws of equal employment opportunity and while making sure they select the most qualified candidate to fill the role. In addition, organizations take into consideration within the selection process, employees are not only equip with the job qualifications, but they are equipped with the characteristics, such as motivation,

In order to be more specific and focused, this study will focus on how companies in oil & gas industry recruit and select their workforce. The question this study will attempt to answer is “how can companies in the oil & gas industry in Azerbaijan improve their process of recruiting and selecting their potential employees.”

In the growing and competing business world today, it solely reflects on the HR manager to practice the best strategies in the recruitment and selection process while recruiting the best among the vast talent that is available. The HR Manager’s decision in selecting the right candidate is essential in the development of an effective workforce leading successful organisations. A successful employment relationship builds excellent talents and a perfect organisation (Salamon 1998:3).

The topic I chose to research and discuss is the topic of recruiting and retaining the best employees. I chose this subject because I felt it was important for an employer trying to compete in this very competitive business environment, no matter what the business is, to be able not only hire the best and most qualified employees but retain them and keep them motivated. The ability to distinguish the difference between high performing employees and lower performing employees can be detrimental to a company’s success or failure. In retrospect, this goes back to recruiting and retaining the best employees while avoiding and being able to let go of those of a weaker caliber. Before an organization can thrive in recruitment and retention,

One of the most crucial elements of a successful or productive organization is an effective employee selection process. The significance of this process emanates from the fact that how workers carry out their jobs plays a crucial role in determining the level and extent of success of an organization. Due to the significance of an employee selection process, organizations draw candidates for open positions from the labor market. Actually, top-performing or successful organizations draw candidates from approximately 60 percent of the labor market. This trend includes sourcing for passive candidates who would prefer to remain contented with their present job. Moreover, organizations will relatively low or poor performance draws candidates from nearly 40 percent of the labor market and active workforce. An example of a top-performing organization that draws candidates from the labor market is Wal-Mart. The labor market plays a crucial role in employee selection with regards to having a population with the necessary qualifications for working in various organizations.

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.