Hiring People

Once we understand requirements for the position, then next step is to define ways of meeting those needs. It includes the amount of resources and authority the position provides to fulfill the business need. A job description can be as simple as a list of tasks required by the individual holding the position. Formal job descriptions will include level of responsibility, expected outcome, including reporting line and other interactions. Once expectations, and means of attaining expectations are documented, then sketching ideal candidate will become easier.

6. When deciding to hire someone, Danny asks his managers to answer one question “do you believe the candidate has the capacity to become one of the top three performers on the team in their job area”. He talks about a “whelming” candidate, being a candidate you avoid at all cost. What is it? What is your opinion of the statement? What is your opinion of the “whelming” candidate? Why?

Once the analysis and job description for a job is complete, the next step would be to identify recruiting method to use in selecting candidates. Since recruiting is the first stage in the hiring process, it is important to attract qualified people who have the skills and experience the job demands. To do this, I will suggest that recruitment be done through job fairs and advertising.

1.1 Produce a job description using the template below to describe your duties and responsibilities

through a job posting or 55 days to hire a candidate through a career site.”

* Talk to employees 1 on 1 get to know them see what they feel can be improved, get their input and

The new employee would sit through a presentation from managers from the department of human resources (HR) and get a broad overview of the job. Overview includes, but not limited to: tasks that need to be performed, working hours, skills and abilities, rules and regulations, and other fields that work with HR.

Step 1: Conduct a thorough job analysis, which will obtain the proper KSAOs or competencies required for various position levels.

Why are they hiring? What do they need someone like you to do for them?- The Vanguard Group is looking for a person to break down vast information to their clients in a simple and understandable manner. They are looking for a person, like myself, who is personable and able to connect with clients on a more than a professional level. The employee also has to be skilled in new technological advances and social media practices.

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,

Selective hiring is an important part of the Student Academic Success Center. MSU Denver is committed to serving students in the most effective way possible. As mentioned in the paragraph before the center is very selective. So, the director Matthew work one on one with the office of Equal Opportunity and the human resource office and these two offices closely to have a diversify SASC center for the students to meet diversity ratio. The office of Equal Opportunity evaluates the center, in this case SASC, and lets the director know when it is not meeting diversity ratio. Therefore, the director and the two offices work together to truly meet the SASC mission statement. Throughout the interview, Matthew emphasized, the office of Equal Opportunity

It is difficult to choose the right candidates from the applicants who have applied for the vacancy, Screening is the most important part of the selection process. This helps to makes sure that the selected candidates are the right fit for job requirements.

2. Hire a management team to replace or train existing employees about the individual departments so that all business is handled in a professional manor and stay organized.

Claudio Fernandez Araoz, is a renowned author and talent consultant with Egon Zehnder. Claudio is known to be a global expert on hiring and currently serves as a senior advisor the consultant firm. He also known as a sought speaker for Harvard business school; and as counsel for Fortune 500 companies CEOs. While working for Egon Zehnder, Fernandez-Araoz has had the opportunity to interview more than 20,000 executives in over 40 countries.

It starts with the defining the job with a focus on job specifications (competencies) compatible with strategic goals and executing these goals. In the last lesson also we went on the importance of descriptions so it is essential to structure what kind of job requirements needed according to specifications.