Job Selection Is A Problem Faced With Everyone After Graduation

This paper looks at the main issues faced by decision makers, analyses them, presents alternatives and makes recommendations based on the analysis.

Jobs for America’s Graduates (JAG) is a state-based national non-profit organization dedicated to preventing dropouts among young people who are most at-risk. Mullins High School is a 100% free lunch qualified school where students look for encouragement. Mullins High School adopted this program to develop leadership skills and soft skills that are essential for our students to be prepared for college and career ready. As an intern, I take this opportunity to determine the support provided by these extra-curricular programs in achieving the vision of the institution. Mullins High school is blessed to have Jobs for America’s Graduates (JAG) program. The program coordinator Ms. T is proud of her student members and their highly supportive parents.

Hence, we must do a weighted analysis of all his important attributes and do a comparison of all the three jobs. We also need to understand that Job A and Job B will have 2 different situations each, a situation if all goes well (high) and a situation if nothing goes well (low)

A selection plan is developed to bring together what the job is and the actual predictors for the selection. We take the KSAOs listed and assess what predictors will be used to perform the job. The selection plan for a

Assessment of the content validity of various proposed selection techniques by determining how well they match the general requirements of the job

The Decision Matrix is made up of eight criteria for comparison, to analyze the five concept solutions based on the datum. Accuracy and price were weighted

Have I made a wrong decision about entering the workforce at an early age and regret not going to college after I graduate from high school? The answer is simply no. My late teenage years throughout the late twenties were all about waking up early in the morning, grab a cup of coffee, and going to work. The reason why I worked was because our family had financially turbulent times and I wanted to support my parents. Because of the situation that I was in, I was able to work harder and experience the different types of workplaces. As a result, I have developed time management, communication skills and taking responsibility. The experience has been satisfying, but I felt that in order to achieve more goals in life I must pursue higher education.

A student leaves college or university with a qualification and as a graduate. The qualification whether academic (degree) or vocational (certificate or diploma) usually garners respect. Those days, parents think that educations are everything and by getting a degree or any qualified certificate they can assure for their children’s bright future. They think that by having a certificate they can easily get a job for higher salary.

There are some good things that the current recruitment process is doing, since the referral recruitment method is a lot cheaper than doing another recruitment method, such as an external method. However, with that being said, clearly it is not working. I believe that it is not working since the method was established ten years before the problems came about, which means that most of the employees that were doing the referring are either quitting, or have already ran out of people to refer. Some of the strengths of the referral recruitment method would be that you as the manager do not have to spend as much time going out and trying to find applicants. Since the employees that already work in the company are doing that for you, you can

Power is the ability to maintain a unique identity without being driven to create a new identity or altering an existing identity to gain acceptance. In an economy dominated society, having power is crucial to social development. The use of power is far extensive than economic affluence. It is also a contributing factor in building perception about people around us. This perception leads to a social ladder or hierarchy among people, hence we witness hegemony. Wealthy, middle class or poor, are not only determined by a person’s physical attributes but also their racial background. Hegemony or social dominance of certain races at corporate institutions such as Wall Street proves to be a deciding factor when it comes to choosing who

The situation associated with graduates’ employability is always a relentless policy top priority regarding advanced schooling (HE) policymakers in lots of state-of-the-art american establishments. These types of worries have been provided reconditioned target in the current weather associated with bigger labour market place anxiety. Policymakers carry on and emphasise the significance associated with ‘employability skills’ for graduates to be entirely geared up in achieving the challenges of an more and more adaptable labour market place (DIUS, 2008). This particular document critiques a number of the important empirical and also conceptual styles in your neighborhood associated with graduate employability in the last few years to make good sense associated with graduate employability like a policy matter. This particular document

Abstract— In today 's time it is very difficult to get a job which adapts to your skill and also on the other hand the employers have a long process of multiple interviews which does not gives them concise results after this process. To resolve this tedious process, we have proposed the predictive analysis recruitment model which will implement a new methodology that will improve the accuracy of commissioning. In this paper, with using knowledge base, we will propose a model for designing a system to predict the recruitment process using resumes, talent, skills, and personality assessment among graduate students. This paper has proposed a new methodology with the use of data mining to develop an algorithm for predicting job which can be taken by the people. In this model we will build a relation between the student’s background profile and with the job most suited for his ability to adapt. Although using this model will require rigorous amounts of process the end result would be to predict job patterns and how the company’s employment system works. The proposed model will deliver better performance and efficiency for job searching. This model would aid employers to choose better candidates for posts required.

Artificial intelligence techniques are increasingly enriching decision support through means as data delivery, analyzing data trends, providing forecasts, developing data consistency, information providing to the exploiter in the most appropriate forms and suggesting courses of action.

Selection is a key responsibility for all manager and supervisors involved, rather directly or indirectly, in the hiring process of an organization. Selecting and hiring the wrong candidate can become costly to an organization. Therefore, the selection process should be handled with tedious care and precision to ensure to hire the employees right for the job. Potential candidates should be hired based on their skills, and knowledge relevant to the job. For instance, to ensure suitable hiring for vacant positions, the job description should meticulously be designed to properly reveal the skills necessary and required to perform the job specifically. Using a data-driven selection or hiring approach helps in increasing or enhancing the suitability of the hiring decisions made in companies or organizations. When the selection is based on the data obtained, it ensures that the success rate will be high because the potential candidate has been selected based on precise data, resulting in the likelihood of high performance. However, following a data-driven approach a company’s focus is on the required and mandatory skills and competencies required to perform a particular job.

There are several methods to solve multi-criteria decision-making problems. Analytic Hierarchy Process (AHP) and Analytic Network Process (ANP) are two methods created by Tomas Saaty. AHP endeavor to solve the decision making problem by formed it in a hierarchy while ANP is used when the problem is so complex that cannot be formed as a hierarchy. This complexity happens because of the effect of criteria between each other or the effect of alternatives on criteria. Generally we can say The Analytic Network Process is a generalization of the Analytic Hierarchy Process. The ANP approach can be comprises in to four steps [87]: