Is3340 Unit 4 Assignment

ID Name of asset Owner Description of Asset Asset Type Data Type Retention Risks / impact Key asset 01 Personal Computers Staffs Each particular employee used their own PC for their works. Hardware Personal 1.5 year Availability Yes 02 Laptops Head of IT The device could be handled by many peoples Hardware Personal 1.5year Availability

IS3350 Unit 2 Assignment 1: Executive Summary on Veteran’s Affairs (VA) and Loss of Private Information

An employer “spends [an] average of $4,000 to recruit one employee” (Bersin, 2015) and “on average every corporate job opening attracts 250 resumes” (Economy, 2015). This high cost of recruitment and large amount of resumes is why it is important to have a thorough pre-screening process.

……... Rank order of recruiting sources ………………………………………… ………………………………………………………………..…. Sourcing Passive Candidates ………………………………………… ………………………………………………………………..…

The strategies I did in order to fully prepare myself for this task is read through the theme and the plot for the book and watch the movie understanding what is the story line in the movie. Discussing with my friends about is there any movie can compare with the book. At the beginning, I’m really interested about For today I am a boy this book because this story is different than the other book that I read before. After read the book I thought I can compare the book with similar movie which talking about the boy wants to be a girl or girls wants to be a boy this kind of movie after that my friend recommend the movie Karate Kid which is totally different story line movie. But when I comparing the two main characters, they both have similar points. So I start writing down the similar points and go back to watch the movie and read the book again for finding more details and points. During the conference, my theme and three points was not make any sense. Mr. Tran discuss with me and makes the new theme and new three points.

When companies are hiring hundreds people per month and getting thousand resumes per position, they are using ATS systems that are helping them with the first candidate preselection. Resumes are scanned and parsed by ATS and many of these systems matching the profile with current openings based on the keywords in resume. (They could also inform candidates if the company is going to open some new position.)

When recruiting for positions that require an expertise, certification or degree than the recruiter would want to research the authenticity of the credentials list on their resume. That can often be done through online verification services. Although a resume may list the applicant’s education, credentials and job history, verifying them is essential to hiring a qualified employee. While hiring a person to fill a position in housekeeping, laundry or food services is important, this would require viewing prior work references to see if there is a pattern of long or short term employment or

Discovering the false candidates in the company is equally problematic, for the same reason of complexity. Considering that civil records, credit studies, motor auto stories, legitimate licenses and drug testing, checking and other checking techniques should not steady, checking out boundary values usually are not ample to guarantee correctness. The entire feasible documents ought to be verified and proven. Exhaustively undoubtedly, for a practical recruitment group, the complexity will also be some distance beyond the illustration stated right

Technology and innovation have disrupted many industries over the past several years, not the least of which is the recruiting industry. In the recent past, headhunters, the proactive agents of recruiting firms, would be on the front lines and phone lines seeking the best talent for the clients they represented. Frequently, headhunters reached out to talented people who were not actively seeking employment, hoping to steal them for the benefit of their clients.

In fact, most recruiting and hiring software providers place so much emphasis on the different job boards they use that they neglect probably the most important step in the hiring process — the qualification of candidates. You can’t even properly determine which job boards are the best without having a proper qualification process in place, enabling you to decipher which board actually has the highest quality candidates.

The initial project scope was to use the ADP E-Recruitment application to post and track

The conclusions that were derived from this study were: XYZ Relations will proudly outsource pre-employment screenings of the hiring process, “these are normally contracted services through an external vendor or government agency” (Mueller & Baum, 2011); XYZ Relations will examine the current in-house practices; data mining and survey sampling were the best two options used that produced prime solutions in the end; and both sampling styles brought different aspects but also displayed how each method could be used appropriately. Recommendations based on the results are as follows:

Resume Screening – Many of our clients have tried to hire themselves, and wound up dealing with a flood of resumes and resume filtering programs. In our current employment climate, hiring managers are seeing as many as 250 job opening. As a result, they might have had to turn to their resume filtering programs in order to get filter

Utilizing the steps that Doss and Kamery (2006), has provided, the following is how this business process improvement would be implemented for an effective and efficient recruitment process. As Doss and Kamery (2006), provided in their first, the organization would need to train the individuals that are in charge of accepting and reviewing applications. Communication, as well as training, is the key here. The information provided by Duffy (2016), informs that there are a variety of process improvement models (p. 40). The individuals would be trained on the privacy of receiving and reviewing information of others such as resumes and applications. Making sure that privacy laws are followed with each individual (Ledvinka, 1986, p. 25). Training these individuals not only on the limitations as to who can view applicant’s information, but training as to once an individual becomes an employee, how that information is also private and that customer information that is retrieved, such as credit cards, and or personal information is also private (Henrietta Kirkley,

Identifying qualified prospects is an ongoing responsibility for companies. And it shouldn’t be taken lightly.