Reasonable Occupation Review Paper

Recruitment can incur a very large cost to an employer, therefore, organizations try to uses the method of recruitment which will have the lowest cost impact to the organization for each candidate.

Employment Vignettes are short cases with employments issues dealing with hiring, firing, demoting, and compensating individuals. Most of these issues can be address by Affirmative Action and discrimination laws .An affirmative action program is a management tool designed to ensure equal opportunity in recruiting, hiring, training, promoting, and compensating individuals. A good affirmative action program is a diagnostic tool that evaluates the composition of the workforce and compares it with the composition of the relevant labor pool and then includes practical steps addressing under utilization of specific groups. A number of federal and state statutes mandate that certain contractors maintain a written affirmative action program.

In order for me to complete this career assessment paper, I initially took an Interest Inventory survey. Upon completing this process, it revealed that my personality profile score was (I, C, A). These three letters represented my strengths and interests in determining which career field would best suit me.

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)

I have examined task, tools and technology, knowledge, skills, ability, work activities and work context, interested code, work style and work values for job : 35-2014.00 –Cook and Restaurant, 21-1012.00 –Educational Guidance, School and Vocational Counselors; 27-2022.00-Coaches and Scouts. After reviewing the O.Net results, I will report my talents and lack of desire to do those occupations now, and aspiration to accomplish these positions.

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.

Paving New Pathways will address CanTeen members, occupational transition from being a cancer patient into a cancer survivor. It also aims to address the occupational deprivation experienced, the forming of a new occupational identity and regaining occupational balance. Dyson, Thompson, Palmer, Thomas and Schofield (2011) and Zebrack (2011) acknowledged that experiencing cancer during this critical develomental stage had an impact on a number of areas of occupation. Futhermore Lewis et al. (2014) highlighted that those who survive youth cancer experience a number a difficulties with life that if unresolved will create barriers for future occupational engagement. With a 95% surival rate after one year and 87%-88% after five years, the post-treatment effects that cancer has on young people needs to be addressed (Lewis, Jordens, Mooney-Somers, Smith & Kerridge, 2013; Lewis et al. 2014).

opens her own clinic. Next, Ruby and I explored her “Top Ten Strong Occupation”; which were: teacher, professor, director, and administrator. I pointed to Ruby that the majority of these occupations dealt with education and leadership or both. After occupations, we explored the personal style preference. Ruby’s style was listed as so; she is likely to prefer working with people, she prefers to learn through college courses and books. Ruby may be comfortable in taking risks toward owning her own clinic; she will be probably enjoyed both team roles and independent roles.

On the Bureau of Labor Statistics website you can get the general idea of what a web developer does, what the work environment is, the job outlook, and the pay rate. On the What They Do page is a list of the duties of a web developer. Some of these duties include meeting with clients or management to discuss the needs of the website and the expected needs of the website’s audience and plan how it should look, working with other team members to determine what information the site will contain, and working with graphics and other designers to determine the website’s layout. All of the duties above require communication skills either by phone, email or in person.

A free online database known as the Occupational Information Network (O*NET) contains information on hundreds of standardized and occupation-specific descriptors available to students, job seekers and businesses across the United States. O*NET provides users occupation search capability either by a keyword or the Standard Occupational Classification (SOC) code used for uniquely identifying all private, public and military professions in the economy.

The question requires one to critically evaluate the current modern approach to determine employment status. The modern test has been criticised as too vague and difficult to apply. In order to evaluate the position one will firstly state the factors that are considered during application. One will also analyse each factors particularly discuss the position of atypical workers. Lastly the reforms will be suggested as one will concluded that the current test is vague and need to be clarified.

Ntiamoah (2014) indicated in the case studies that even though advertising is a common and standard ways for applicants to look for job vacancies, however sometimes applicants were recruited and employed through existing employees by communicating through conversation. Besides of being cheaper, in the United States of America the cities Grapevine finds that the employees who work or stay in the job longer are more likely not to be sacked or terminated. It is because for people who were recruited by the communicating through conversation are more likely to stay longer as they have a larger, wider and clearer idea about what kind of the job they are really to be involved in.

The recruitment literature according to Breaugh and Starke (JoM, 2000) had been bombarded by criticisms for the lack of substantiated research materials and unanswered questions. The Handbook of Industrial and Organizational Psychology by Guion 1976, devoted one chapter only about recruitment process despite the numerous studies published during 1976. There were questions circulating in the recruitment literature which failed to address the key factors

Using statistical analysis and data to recruit high-quality workers who will perform well and stay with a company for a long time required skilled individuals who are trained and knowledgeable at selecting the most qualified candidates (Mathis,

Newell and Shackle ton (2000) refer to recruitment as the ‘process of attracting people who might make a contribution to the particular organization’. Within this statement, we can highlight two crucial issues. First, there is a need to attract people, this implying that people do have a choice about which organisations they wish to work for. Secondly, the contribution that people will make to an organisation is not totally predictable. Recruitment and