Which selection options are better for hiring technical workers (finance and marketing officers) and why? Discuss any two.
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- Making the right choices is important in both the recruitment and selection function, discussthe statement with necessary examplesTo quote a statement from the article, “Firms must understand candidates’ expectations” and craft positions accordingly, “in the same manner in which they tailor their products to customers,”. Should you be in charge of human resources for an IT firm, how will you use this idea to craft a hiring strategy hire potential Engineers?What are the advantages and disadvantages of using specialization or behavioral job design, and which do you prefer? Why?
- How do you classify job candidates? What aspects need to be considered while (4) conducting self-assessment for a job? Why a cover letter is also considered a cold contact letter, and which type of cover letter is more persuasive in nature, and does not require you to seek an appointment for an interview?Choose which of these questions that would be considered impermissible (not acceptable or illegal) as a personnel selection question? a. What school did you attend and what did you major in? b. Have you ever been convicted of a crime? c. Do you have a car to make it to work on time each day? d. Will you need the organization to make any reasonable accommodations based on eligible disabilities?Suppose you are working as HR officer in a private organization that is operating in Pharmaceutical sector. Five posts of sales officers have been created in your organization for the first time. The head of HR department has instructed you to write job description and job specification of newly created sales officer jobs. You are also required to suggest viable recruitment and selection strategies for hiring five sales officers. Please explain the followings by keeping in view the above scenario. 1. What kind of research can be useful before writing the job description and job specification?
- Which among the following checks the number of men required along with the type and skills needed in their balanced allocation a. Recruitment b. Person Specification c. Manpower Planning d. Job descriptionVisit a job-posting web site such as www.Jobstreet.com and many more. Spend some time at the site examining jobs for data scientist, data analyst, and data science consultant. a. Find two or three description of jobs and study them. b. What kind of knowledge do these jobs require? c. What do you need to do to prepare for these jobs? d. Write a one page reportNeed answer for question 2 Recommend recruitment strategy and selection strategy for an organization to improve its recruitment process and selection process. Need detailed explanation. How can those recommended strategies lead to better results for the organization? Need detailed explanation with examples.
- Help me to solve all please 1.An administrative exercise that is typically done once a year to identify and discuss job-relevant strengths and weaknesses of individuals or work teams is: * a.performance facilitation b.performance standard c.performance encouragement d.performance appraisal 2. A supply chain for talent acquisition ends with a potential labour pool of individuals who might eventually become applicants * False True 3. Virtually all the growth in new jobs will come from manufacturing industries * False True 4. Whether a labour market is tight or loose has a major impact on wage structures and levels * False TrueWhat items are typically included in the job description? In a company with only 25 employees, is there less need for job descriptions? Why or why not?what are some recommendations for hiring new skilled workers and the training/development requirements for the current pool of employees?