Testing Methods And Interview Process

Going into the interview, even knowing full well that it was simply a mock interview, I was somewhat anxious. The most nerve-wracking part of an interview is the fear of the unknown. What will they ask me? Will I have an answer? Will my mind go blank because I panic? These are all thoughts that ran through my mind when I sat down to my interview, yet again. To my delight, I witnessed the growth I have made in such a short time since I transferred to SDSU to the person I am now.

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.

The goals of a recruitment process within a school district are to identify all viable applicants and to motivate individuals to seek employment within your district. The importance of recruitment within a district lies heavily on the change in dynamics as it relates to federal legislation and such. There have been so many more demands placed on districts and teachers that finding the best possible candidate for a position is of upmost importance. The reliance on old ways of recruiting is no longer always effective either. “Walk-ins” are not always as available as in the past, there are more buy-outs and turnovers within current staff, new positions are always being created to meet the higher demands, and special talents are needed to

A current and somewhat controversial topic regarding the hiring process is employers’ use of social media screening. The most popular sites to be checked are Facebook, LinkedIn, and Twitter and now more than ever, companies are looking on the Internet to see if applicants are active on these social media websites (Swallow). Harris Interactive conducted a survey of 2,303 respondents from February 9, 2012 through March 2, 2012 to find out how many companies used social media sites to check on job applicants. The results showed that 37 percent of respondents indicated their companies used social media web sites to check on job candidates. Sixty-five percent indicated they were looking to see if a job candidate appeared professional and 51

Technology has come a long ways over the last ten years. Gone are the days of filling out a paper application for employment. Most companies have converted to the new trend of webcast, blogs, and online applications. Recruiting companies do not have to work as hard getting applicants, because online social media has made the steps a lot easier. Social media has changed the way we communicate across all levels. For example, Linkedln has given recruiters a tool to search out future employees, and an added benefit for applicants, who can network in order to find better employment or simply better opportunities. Recruiting is still a cost to the employer; however this new trend of blogs and webcast enable companies to improve their effectiveness when recruiting future employees.

Lastly, advertising a Lead Teacher position through social media, such as Facebook, would be a beneficial recruiting method, because Facebook has the “share” option. This allows for word to spread about the job posting through one simple post. Although a disadvantage to internet recruiting is that there can be an overload of resumes, we do not foresee this as being an issue for SCCC. Finding a qualified candidate is extremely important to the organization, the board of directors, and the children, so the more applicants there are to choose from, the better.

Recruitment: different recruitment channels e.g. adverts, agencies, ‘head hunters’’ internet sites, job fairs; provide advice to managers on recruitment; writing job descriptions using an appropriate model e.g. seven-point plan; writing person specifications; writing job advertisements and selecting appropriate media for internal and external advertisement; managing application forms

Reviewed application/petitions and any supporting documentation submitted for naturalization and/or other immigration benefits for completeness verseus any inconsistancies noted in petition and actual case file belonging to the individual. Reviewed all security vettings, fingerprint records, and initial immigration documents to insure individual was initially admitted to the United States properly under law and that any security/fingerprint records were properly completed and did not contain any derogatory information that would result in postponing the interview and/or require my completing a detailed report/analysis outlining the issue of concern or suspected fraud and referral for a resolution or further investigation.

For the interview section of the group project, I decided to interview a twenty-five year old woman who resides in the San Francisco bay area in California. Choosing to have her personal identity remain anonymous, the interviewee has granted us permission to refer to her as the alias Mary. Mary is currently married to a thirty year old man and has one nine year old son. Surprisingly, Mary did not contract the disease by having heterosexual intercourse with her partner like so many other women have gotten HIV. She had obtained the disease through intravenous means. Mary’s husband and son are not HIV positive. Mary has been

The recruitment process is multifaceted. Recruitment begins from the time an organization or human resources manager must determine a recruitment plan. A recruitment plan must include the avenues in which recruitment will be pursued. The recruitment process also includes shortlisting any qualified candidates from the responses, and the entire interview process (including multiple rounds of interviews). This aspect of human resources management is all about attracting the best and the brightest of candidates, convincing them that the organization is the best fit for their career aspirations, and capturing or finally hiring the candidate. This process is not only intended to fill a vacant position, but to also help build the strength of the organization overall.

Utilising social media for business has been a strategy of human resource management in hiring process. Internet and technology has revolutionised the way people live and also led employers to attract and screen potential candidates on social media, such as Linkedin and Facebook (Zamaria C, 2007). The features of online platform make social media become a common method of attracting applicants for human resource function. For instance, the speed and no geographical limits are distinctive features of online recruitment (CIPD, 2010). A survey conducted by the US Society for Human Resource Management found that the number of organisations that reported using social media as an HR recruiting tool had grown from 56 percent in 2011 to 84 percent in 2015 (SHRM, 2016). Some researches reported that the use of social media is an inevitable trend of hiring strategy in the age of Internet; therefore, employers could not ignore the

The goal of any business is to be successful. Business’ need to hire personnel that can communicate clearly and effectively. This verbiage is noted in job descriptions for both blue collar and white collar jobs. Furthermore, company recruiters are actively engaged in finding qualified personnel, in a diverse job market. Additionally, jobs and potential employees are in global competition; do to technology, which has brought borders closer. One of the technologies, is social media, an internet based application; in which one can share information, ideas, career interests, etc. Facebook,Google+,Instagram, LinkedIn,

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).

For many years companies have depended on three basic tools, such as résumés, interviews and references to gather qualified candidates. These sources are commonly used in a day to day basis but have proven to be inadequate for consistently selecting good employees. When it comes to hiring and selecting you want to use productive tools to help determine the best decision possible. Using the incorrect tools to hire and test potential candidates causes employee turnover and retention. Companies need to understand what pre-employment assessments are and why they are effective. I will be discussing the best means of hiring and testing new employees. Exploring what other companies are doing in hiring and testing, accessing the positives and negatives of each, and lastly offering recommendations to our department.

The recruitment and selection process refers to where organisations use various methods in order to generate a pool of candidates that are suited to the job at hand and align with the organisations goals. With technology being used and relied on by many in the business world, it is important that organisations stay relevant by implementing both web-based applications methods and scientific tests to attract the best possible people for the job. These both have their benefits and negatives when used in the recruitment and selection process, but with some modifications, they would further aid organisations to attract the best possible employees to fit into the job.