Comptech Personnel Selection Process Essay

It is vitally important for any organization to hire the best candidates for their company. “The hiring approach or strategy is imperative to any organization seeking to dominate or sustain themselves with-in their market-place.” (Sullivan, Dr. John, July, 25, 2011).

For many years, company recruiters and hiring managers had the same tools at their disposal to locate and evaluate job applicants. Finding the right person for a job often was and still is a lengthy and costly process. The payout for selecting the best candidate can be significant, and hiring the wrong person can be costly, yet often mistakes are hard to avoid. The wrong

Recruitment and selection tests “aim to provide a potential employer with an insight into how well you work with other people, how well you handle stress, and whether you will be able to cope with the intellectual demands of the job” (Psychometric Success, 2013). These tests are split into personality tests and aptitude/ability test. LL would benefit from personality tests for all employees to ensure

During my Self-Assessment test that I took on Goddessflight.net and Humanmetrics.com it score me as an Extravert, Intuitive, Feeling/sensing and Judging/perceiving. Taking the assessment tests help me understand what job market would be great and how well I fit in with people when I get to work with them. Upon hiring they would like to see how well you work because they would like to see how well you work together.

According to Wright et al (2011) recruitment and selection are part of the human resource practices common within organizations in an effort to develop human capital, which is necessary for better production. Numerous scholars have discussed the issue in different contexts. Pramila (2010) discussed the issue of recruitment and selection in an Indian- based company. The article presents effective recruitment practices, which are valuable for organizations. Among the identified practices include internal recruitment, interviews, personality tests, employer references, succession planning, and newspaper recruitment. According to Najafi (2011) the most important aim is to achieve an improvement in their recruitment and selection. With information provided in this article, the researcher is able to advance a thorough understanding of the different issues on improving recruitment and selection processes within organizations.

Substantive Selection Criteria: Strong People and Communication Skills I am beginning to establish strong people and communication skills through my part time job as a Woolworths cashier. By working in this customer service orientated position, I am frequently exposed to the general public and through these interactions, am building the necessary skills for this selection criterion. So far I have learnt to negotiate in situations of conflict, I have used teaching skills to train new staff and can communicate effectively in a team environment. To further build on these skills, I plan on volunteering for the Salvation Army’s Street Level program.

It was my pleasure meeting with you yesterday and seeing other familiar faces. Thank you for providing me with the opportunity of prescreening for the BSSP position.

Once an applicant pool has been created, HR personnel can begin the selection process. Ideal screening devices have fairly high validity for predicting job performance and therefore those with moderate to high validity should be included in the new personnel selection system (Carlson, 2002). Initial screening devices would include application forms, resumes and biodata. Research by De Graaff and Ravenstein (2001) supports the recruitment of new engineers who possess some competencies in the humanities and social sciences subjects, strategic thinking, emotional and social intelligence. Therefore, applicants with education or related experience in these fields should be preferred. Furthermore, management needs to ensure that the persons we hire have both person-job and person-organization fit (Kelloway 2011). These two fits influence the attitudes, decisions, behaviours of employees in their work environment (Kristof-Brown, 2005). In other words, internal factors such as strategic goals are an important consideration in the recruitment process (Kelloway, 2011). Seeing as how the organizational culture encourages corporate social responsibility among employees, applicants with previous community service experience will be preferred in the screening process. HR personnel will

Many different avenues exist that can be utilized in the recruitment process. While traditional methods of recruitment such as newspaper advertisements employee referral programs are still be used, many companies, including Fortune 500 companies, are moving towards more technologically advanced avenues such as career opportunity pages on the company website, online job boards, social media, etc. The way an organization presents itself using any of these avenues is essential to the recruitment process as it is the only opportunity for the organization to attract

Companies have started to use personality tests in the past five years so that they can find a potential employee’s strengths and weaknesses. If questions and answers are quite accurate and test is done properly it can help an employer to find more about person’s advantages and disadvantages. It is very important to know because one of the most important points is that most of personality tests help to recognize unqualified candidates. “Although experts warn that many personality assessments don't deliver what they promise, legitimate scientifically validated tests are helping employers evaluate job candidates to select those best suited for particular positions. Other tests are designed to measure intelligence, honesty, management aptitude and other qualities.”

Recruitment and selection process held an important role for building a strong sales force performance. This process requires the company to invest through human capital as an important resource. The objective of this process is searching for qualified candidates to fulfil the right positions and hopes that they can make long-run returns for the company. Even though there is no right or wrong way how the company chooses the right candidates for certain positions, every single step in recruiting and selecting candidates should be taken carefully in order to get the right person in the right position.

But in reality, I am just trying to help players have a better overall experience on the server one step at a time. Let's say for example someone is asking for help in chat a lot of times over and over again and he isn’t getting any staff message him/her. I am able to message him but usually, I get responses like “I don’t need you I need a staff."

In order for Valve Software to improve their hiring of new staff and the initial training and development of employees, a few steps must be taken which are modified from formal organisational structures. Firstly, regarding the hiring of new staff, standardised personality testing should become a part of the day-to-day hiring procedures. Personality testing will distinguish between the right and wrong people for the job in relation to the atmosphere and co-workers within the company. With an organisational structure such as the one at Valve

“Harrison Corporation, a U.S.-based corporation with business units in Europe and South America, has recently decided to create a business unit focusing on expansion into Central America. As a low-cost producer of discount office supply products, the company will continue producing products at the existing facilities, or purchased from existing suppliers. This unit primarily focuses on marketing and delivery of products to two groups of customers: corporate customers, retail, and consumers.

One of the most critical challenges facing public administration is the recruitment and retention of qualified personnel. While the problem of attracting talent into public service is not new, the introduction and rapid expansion of the high technology and Internet industry, the problem has reached crisis proportions. Both the public and private sector have embraced the Information Age with increasing dependence on a skilled and versatile workforce. Private industry responded by developing greater versatility in expanding and contracting their workforce to compliment the strategic requirements and goals of the organization. Public administration did not adequately