Merit System Recruitment Analysis

As previously stated, there is a need for improvement in the area of recruiting and selection specifically with diversity. Therefore, there is a process to increase diversity within the recruitment and selection process.

The human resource officers used predictive data to determine vacancies. These predictions yielded a quantity of vacancies but there wasn’t a list of specific positions to post to job boards, the website or the intranet. Chesapeake public schools informally posted their positions and recruited aggressively by announcing openings for the upcoming school year on college campuses. During this phase, recruiters traveled to universities on the east coast to present job opportunities in Chesapeake Public Schools. The recruiters actually came to our classes and introduced Chesapeake Public Schools to the all educational methods

Recruitment: It is the process of identifying and attempting to attract candidate who are capable of filling job vacancies appropriately (Kathryn M. Bartol and David C. Martin, 1988)

In today’s organizations, the approach to the labor market is very important and detrimental to the success of the organization because of this every step should be strategically plan. The Department of Veterans Affairs is very successful in this area because their hiring and training processes are part of their best practice policy, which also give the organization a competitive edge. Being that the Department of Veterans Affairs are such a large organizations and their current tactics focus of the quality of candidates skills, level of education per position, and maintaining long- term sustainability . This paper will examine the process that the

I am writing to address a perception of institution legacy and/or biases in the selection and hiring practices for federal civil service position at TRADOC G2, G27 OE-TSC. This inquire respectfully request a review of the government selection process, after the CPAC referral listing is forwarded, to ensure selection is based upon an individual qualifications (i.e. experience, education and expertise) rather then cronyism practices. The organizations proceive lack of diversity in civil service selection for open positions are alarming and a cause for concern for equity.

Targeted Recruitment – identifying certain parts of the labor market in which qualified applicants. This method is used to locate the right applicants with a certain set of skills based on the person/job or person/organization match. Many would state that the this method is very important because it helps the organization to make a particular message that appeals to the

President Obama ordered and issued a memorandum to modernize the hiring procedures within 180 days. Moreover, the problem was address to executive departments and agencies. Collectively, agencies, hiring managers, interest groups and OPM exhibited different point-of-views regarding the reform process. Agency such as the American Federation of Government Employees (AFGE) has a unique opinion regarding the reform. The AFGE preferred the reform would restrict the Federal Career Intern Program, since the program is exclusively design for new hires. The program eliminates competitive procedures and opportunities for Veteran’s Preference. Some argue that the hiring process includes an interruption between the federal and non-federal pay, effective recruitment announcement, the S.736 Act, and candidates who are not involved in the targeted group. Others claim that President Obama memorandum

There are currently three procedures that are used to select judges. These methods are as follows: executive appointment, election, and merit selection. The goal is to use a process that picks the best judge or the most qualified and experienced. Each process has its pros and cons but there is one that easily stands out from the others.

Naff et al. stated, “The Pendleton Act became a remarkably durable piece of legislation. Within it was the framework for personnel management that was at the heart of the federal civil service system until 1979” (2014, p. 7). The Pendleton Act enforced the beginnings of a merit system in the United States by requiring any individual seeking a position in the federal government to complete open exams, undergo a probation period upon accepting a job, and be protected from any political pressures that could interfere with their work (Naff et al., 2014). Although this act had only extended merit system coverage to ten percent of the workforce at the time, it would eventually extend to more than seventy percent after World War I, where civil service

The overall efficiency of the hiring process at the Department of Veterans Affairs is inefficient in that it is confusing to candidates and takes an unreasonable period of time to complete the hiring process from start to finish. One recommended change would be to have one open position listed for the category of employee that is needed. For instance, since most units often have the same positions open. A Registered Nurse position could be listed on the USA jobs website for applications. The supervisors could interview the candidates together one time and decide amongst themselves which candidates may be the best fit for their individual units. Interviewing candidates together would greatly reduce the wasted time spent by supervisors interviewing

For this paper, I will specifically speak to the undergraduate recruitment and selection process at Liberty Mutual. It starts with HR Generalists working with the business to determine need, budget, job description, and specifications. Business provides information for HR to create the job profile in the company portal. Competencies are determined based on examination of previous employees’ performance in the same role. Typically, the key attributes possessed by all successful candidates make their way onto the job positing. In order to attract qualified candidates, recruiters attend information sessions, career fairs, and other networking events in partnership with colleges. Liberty also values internal employee referrals.

In general, the different arguments from different scholars are critical in enhancing further understanding of the issue of recruitment and selection. From the different arguments advanced in this article a number of gaps are identified that foster the need for further research in this field of study. The information derived from the respective scholarly works are also valuable in the sense that they help the research answer some of the research questions for this study and identify

The merit principle means that appointment and promotion decisions must be made without patronage, favoritism or unjustified discrimination. There is a statutory vacancy advertising arrangements which ensure that all eligible candidates have a reasonable opportunity to apply. Also selection decisions must be made on the basis of a comparative assessment of relative suitability or efficiency.

In addition, the employment process requires effective communication in terms of the messages to post via advertisements. This is because potential candidates will be attracted by the content of the messages displayed through the adverts. In light of the current technological advancements such as the Internet and social networks, human resource managers would want to utilize such channels to reach many potential candidates across the globe (Lugonja, 2011: 2). This calls for flexibility and willingness to invest in technology where adequate efforts have not been made. However, a multidimensional approach would work better since not all people can access the Internet. In a nutshell, the process of selection and recruitment involves looking for and motivating prospective employees to apply for available job posts. Being a negative process, selection entails scrutinizing the qualifications of candidates that have applied in order to choose only the best applicants for various jobs (Sharma, Khurana, & Khurana, 2009: 17).

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