Job Offer Activity 12-3

1. Develop a detailed selection plan for this position. In this case, you should determine what you want to measure by analyzing KSAOs from the job description and the information on organizational culture in the case, and fitting the selection measures into the plan format as shown in Exhibit 8.2 in the book. The current selection methods are the experience check, education check, Marshfield Applicant Exam, and the Retail Knowledge Test. Do not include the current interview as part of the selection plan.

3. Describe at least two methods you would use to identify job opportunities if you were looking for a job. Explain why you would use these methods. (2-4 sentences. 1.0 points)

Lastly, I must choose my employer. To be truly pleased with my dream job, I must locate that dream employer. I will research that employer’s history, find out where they have been, where are they going, and how are they getting there. I will also look at company turnover, and history of legal issues. It is also important to research the benefits offered, like vacation, insurance, tuition reimbursement, and retirement. Benefit packages vary from one organization to another. It is important not to leave anything on the table when negotiation. The employer’s culture is also important to me, what are we doing, how are we doing it. If I

This is your opportunity to think about how you might want to answer some of the questions that will likely come up. You may write out full sentences or bullet just the main points you want to cover. Use your answers to help prepare for your interview session with the UMA Career Services Mock Interview Specialist.

Thoroughly answer each question and part in Criterion A (all objectives). Research my career of choice and take detailed notes.

1. Complete the ranking of “What’s Important on the Job” on page 4. Type the top three most important and three least important and relate how they fit or do not fit with your career choice.

understand what the job itself entails, and to know the potential outlook for the job.

Answers to these questions will be considered as part of your application file and will be used to evaluate your candidacy. Please focus your answers on skills and abilities that apply to the job you are seeking.

Start by listing out factors to be considered such as job outlook, job stress level, cost of earning degree, median pay, and so on. In this example factors are listed as generic criteria.

The term job analysis describes the process of obtaining information about jobs. Regardless of how it is collected, it usually includes information about the tasks to be done on the job as well as the personal characteristics (education, experience, specialized training, personality) necessary to do the tasks (Cascio, 2005).

The activities we need to take in order to achieve our career goal. This includes: knowing our interests and abilities, and exploring learning options and actions plan to achieve our career goals.

(TCO 1) A lack of _____ refers to a lack of willingness to accept a variety of employment

I gave the criterion “benefits” a percentage of 20%. Benefits are one of the top five things that come to mind when searching for a job. Most common benefits include life insurance, paid time off, medical, disability, fringe benefits, and retirement benefits. I would want to see if the company offers flexible spending accounts for uncovered out-of-pocket expenses, low co-pays, and provides affordable access to specialists if I’m in dire need of medical assistance. If I want to be able to start a family, I want to know the company’s maternity

Above all this position would be an ideal opportunity for me. The location is close to home. The employer is a well known and respected company in the area. Finally, I feel that the values of the company are the same as my own, meaning the needs of others are placed before my

The goal of selection programs are to capitalize on individual differences in order to select the applicants who possess the greatest amount of particular characteristics that have been assess to be the most important for job success (Cascio & Aquinis, 2011). This goal can be met by utilizing a classical approach to personnel selection. The classical approach to personnel selection starts with the job analysis. From the job analysis sensitive, relevant and reliable criteria are selected on a basis of importance to describe the job specifications that represent knowledge, skills, abilities and other characteristics (KSAOs) that potential applicants are desired to have for the job (Cascio & Aquinis, 2011).