Northwest State College Recruitment Process Case Study

The impact that technology has had on the collegiate recruiting of student-athletes is inescapable. History shows that recruiting trends adapt as technology becomes increasingly more important for both student-athletes and coaches. Even though this paper has discussed both advantages and disadvantages of the blending of technology and recruiting, such as saving time and money, broadening recruiting territories, and equal opportunities for student-athletes; it is apparent that the positive aspects outweigh the negative aspects. Furthermore, it is essential that collegiate coaches learn how to use technology to improve their skills and abilities as recruiters on a continual basis. Keeping up with the trend of ever-changing technology makes coaches

Mr. Killingsworth discussed some of the recruitment strategies used by District 11 to recruit and hire a diverse group who are focused on student achievement, no matter what position they are hired for. His goal during recruitment is to find the candidates that fit the descriptions of what his principals need. Some of the recruitment strategies used by District 11 include: school websites, Facebook, and branding. Branding is use of the district logo so candidates know who they are when you see their logo. At job fairs his job is to meet, greet and brand. LinkedIn is one of the target groups District 11 uses for passive candidates. When marketing for a particular school Mr. Killingsworth reminds administrators to always shed a positive light on their school.

My very first job interview for the Chesapeake Virginia School District has always set the tone for expectations of the hiring process for me. Chesapeake Public Schools anticipates the “churn” of employees (Moran, 2014). Chesapeake Public School implemented an early hire process as it planned for the next year’s vacancy. So while the individual vacancies were not posted, they sought interviews on college campuses among the graduating seniors.

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)

Carl Robins is faced with very serious problems as the new campus recruiter for ABC, Inc. This case study analysis will show the many problems that evolved when he attempted to recruit new employees to work for Monica Carroll. After reviewing the issues at hand, we will discuss the possible solutions available for Carl to rectify the situation and the proposed solution that he should take. Carl Robins is a competent employee of ABC, Inc. As with any new position a person is involved in, he will face challenges. However, it is not impossible to overcome these challenges.

Recruitment budget is also an important aspect of continual growth of a team and a way to bring new students to the university. Third year veteran, Michaela Jones, provided insight into the recruitment aspect of USF

The article written by ESPN reporter Jemele Hill explores the tumultuous story of Chris Webber and the University of Michigan. Chris Webber was a basketball star in the early nineties at the University of Michigan and was a major contributor to the university reaching the NCAA championship game two years in a roll. After his career at Michigan, allegations were raised and then founded that Webber received thousands of dollars from than booster Ed Martin while attending Michigan. The receiving of these benefits is a violation of NCAA rules per NCAA by-law 12.3.1.2 and 12.1.2.1.6. The NCAA punished Michigan with several sanctions and loss of scholarships, monetarily, and a vacation of several seasons including the school vacating their appearances

Georgia Daze is a minority recruitment organization at the University of Georgia that hosts accepted, minority high school seniors for two full weekends each spring semester, in hopes of matriculating those students the following year. Georgia Daze also mentors its participants throughout their freshman year. As a freshman, I served as a student host as well as the the Assistant Recruitment Chair. My sophomore and junior years, I served as the Recruitment Chair. Each year, I recruited over 200 students to the program, and had a 96% matriculation rate for the programs participants to UGA. I also helped plan and execute biweekly programs year-round to help freshman students thrive on

Eastern Washington used Media to recruit. It produced 4,629 applicants, they hired 676 within 446 remained, by year 1 only 307 were retained. The total cost was $2,277,535.00. Employee referrals were 3936, hired 1016, by six months 894 were still there, by year 1 only 732 are retained. Kiosk was also used as a method. It produced 2673 applicants. They hired 435, within six months 342 were still employed, year 1 732 were retained. The total cost was $2,421,468.00.

Based on the available positions, the targets for this recruiting campaign are candidates who are currently in high school, fresh out of high school and current college students. The reason for this, there is a large

The recruitment and hiring processes at the two institutions are complex and they revolve around a series of elements, such as the identification of the minimum qualifications, the selection processes, the written examination, the oral boards, the investigation of the character and background, the polygraph examination or the psychological assessment. The table below summarizes the recruitment and hiring methods at the two institutions in a comparative manner.

Please accept this letter as my application for the position of Mobile Officer with the Stabilization and Reconstruction Task Force (START) of the Foreign Affairs, Trade and Development Canada (DFATD). As one of its foreign policy instruments, Canada is known for its unshakeable commitment to providing support to fragile and war-torn states strengthen their institutions and civil society. Whether in cooperation with international organizations, NGOs, or unilaterally, Canada is known for its generous contributions to global stability, and its humanitarian policy has rewarded Canada a strong and positive image in the international stage.

The topic I chose to research and discuss is the topic of recruiting and retaining the best employees. I chose this subject because I felt it was important for an employer trying to compete in this very competitive business environment, no matter what the business is, to be able not only hire the best and most qualified employees but retain them and keep them motivated. The ability to distinguish the difference between high performing employees and lower performing employees can be detrimental to a company’s success or failure. In retrospect, this goes back to recruiting and retaining the best employees while avoiding and being able to let go of those of a weaker caliber. Before an organization can thrive in recruitment and retention,

The case study shows that the company has a very poor recruitment process. The customer service supervisor was not experienced in the interviewing, and hiring. Had the recruitment been well monitored the customer service supervisor would have been required to follow the guidelines to the latter. Following the guidelines specified for the position the supervisor would have conducted much better interviews and selections.

To hire or not to hire, this is the question many organizations ask themselves when interviewing applicants, especially if the applicants are similar in skill sets and meet all requirements for the position in which they are interviewing for. Imagine doing a mass hiring of approximate 30,000 applicants. Just because you are doing mass hiring, it does mean that you should settle or expect less in an applicant. To ensure that all applications are reviewed, an organization must implement a plan of action to ensure the organization has obtained qualified applicants; furthermore ensuring applicants are looked at equally according to employment laws.