ASSIGNMENT 3 RECRUITING AND STAFFING OBJECTIVE OF THE ASSIGNMENT
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The objective of this assignment is for the student to propose new recruitment and selection methods for senior level employees at HSS. As the new HR Director, the student must prepare a five-page proposal for the CEO with recommendations. The proposal should include descriptions of at least three recruitment and selection approaches, a cost/benefit analysis, metrics to evaluate effectiveness, and a recommendation with justification.
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Staffing process
The staffing process at H Line Soft Pvt. Ltd. involves manpower planning, recruitment, selection, orientation, training, performance evaluation, and promotion. Manpower planning determines the optimal number and types of employees needed. Recruitment can be internal through transfers or promotions, or external through advertisements or recommendations. Selection involves choosing the right candidates through interviews, tests, and other screening methods. New employees then undergo orientation and training before being evaluated and considered for promotion or transfer.
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Reference:
Heneman III, Herbert.; Judge, Timothy A (2005). Staffing Organizations. USA: McGraw-Hill. ISBN 0072987227.
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The document discusses staffing in retail businesses. It explains that staffing refers to managing employee schedules and monitoring labor costs hourly is important because payroll is a major business expense. It provides an example where a store that schedules 5 employees for 10 hours per day at $10/hour would spend $500 daily on payroll. However, if the store only makes $300 in daily sales, they would lose money and likely need to reduce staffing to 2 employees to ensure labor costs don't exceed sales.
Unit 5 staffing
The document discusses staffing as a human resource management process. It defines staffing and outlines its importance. The key steps in the staffing process are then described, including manpower planning, recruitment, and selection. Internal and external sources of recruitment are explained, along with their merits and demerits. Alternatives to recruitment like overtime and temporary employees are also briefly covered.
Staffing
The document discusses the key aspects of staffing, which includes recruiting, selecting, and training employees. It describes staffing as an important managerial function that is pervasive and continuous. The basis of effective staffing is the efficient management of human resources through proper recruitment and selection procedures to place the right employees in the right jobs. The document then covers the different steps involved in recruitment, selection, and training employees. It discusses various training methods commonly used like on-the-job training, classroom training, and management development programs. Finally, it mentions some types of personnel movements like transfer, promotion, and separation.
STAFFING
This document discusses staffing as a key human resource management function. It defines staffing as filling positions in an organization through recruitment, selection, placement and development of personnel. The importance of effective staffing is outlined, including obtaining competent employees, optimizing performance and ensuring succession planning. The evolution of human resource management from a welfare model to integrated corporate strategy is summarized. Finally, the key steps in the staffing process are identified as estimating requirements, recruitment, selection, placement, training and development, and performance appraisal.
5 pom kc 27 sep. 2010
Staffing involves identifying, assessing, placing, evaluating, and developing individuals at work. It includes analyzing human resource needs, recruiting, selecting, placing, training, developing, appraising, career planning, and compensating employees. Performance appraisals are a key part of staffing and involve systematically evaluating employee job performance against set standards to provide feedback and determine eligibility for rewards, promotions, and compensation. The appraisal process includes laying out job expectations, designing the appraisal system, appraising performance, and using appraisal data to make decisions about employees.
Staffing Process
1. The document discusses the eight steps in the staffing process as a critical function of management. This includes human resource planning, recruitment, selection, induction and orientation, training and development, performance appraisal, transfers, and separations.
2. Key aspects of the staffing process are described in more detail, such as the four basic steps of human resource planning, the seven steps of selection, and the purposes and approaches to performance appraisal.
3. Determining training needs, common problems with performance appraisal, and pitfalls to avoid in appraisal are also examined to effectively manage people as the most important organizational resource.
Staffing - Management
Staffing is the process of acquiring, deploying, and retaining a qualified workforce. It involves manpower planning, recruitment, selection, training and development of employees. Staffing ensures the organization has sufficient staffing levels and capabilities to achieve its goals. It is a vital management function and an open system linked to internal needs and external environment factors. Recruitment creates a pool of candidates while selection differentiates between applicants to identify the best candidates for hire. Training and development helps improve employee skills, efficiency and organizational effectiveness over the long term. Staffing is critical for organizational success in today's competitive business world.
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Human Resource Management OverviewYou have been hired by a company.docx
Human Resource Management Overview
You have been hired by a company as a Human Resource Generalist to create a Human Resources Department for the organization. You will be the only employee in this department for the foreseeable future.
Create
a 6-month plan of things you want to focus on. This can be in a timeline structure (with detailed notes) or as a proposal.
Identify
at least three (3) factors that need to be considered in the formulation of this department.
Include
at least four (4) different disciplines that are in the structure of a Human Resources Department and a brief description of each.
Explain
how the Human Resource department aligns with the organization's strategic plan, and serves the individual employee.
Format
your plan consistent with APA guidelines.
Click
Assignment Files tab to upload your assignment.
Individual Assignment:
Human Resource Management Overview
Purpose of Assignment
The purpose of the assignment is to aid the student in identifying the overall framework of Human Resource Management (HRM) and the internal and external forces that impact its operations. HRM benefits an organization and its employees when it has a seat at the table where strategic decisions are made.
Grading Guide
Content
Met
Partially Met
Not Met
Comments:
A 6-month plan of things to focus on is created.
Three factors that need to be considered for the formulation of the department are identified.
Four different disciplines are included, with descriptions
Explanation of how the Human Resources Department aligns with the organization’s strategic plan and how it serves individual employees.
Total Available
Total Earned
7
#/7
Writing Guidelines
Met
Partially Met
Not Met
Comments:
The paper—including tables and graphs, headings, title page, and reference page—is consistent with APA formatting guidelines and meets course-level requirements.
Intellectual property is recognized with in-text citations and a reference page.
Paragraph and sentence transitions are present, logical, and maintain the flow throughout the paper.
Sentences are complete, clear, and concise.
Rules of grammar and usage are followed including spelling and punctuation.
Total Available
Total Earned
3
#/3
Assignment Total
#
10
#/10
Additional comments:
.
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6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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按照学校原版(UniSA文凭证书)南澳大学毕业证快速办理
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【我们承诺采用的是学校原版纸张（纸质、底色、纹路），我们拥有全套进口原装设备，特殊工艺都是采用不同机器制作，仿真度基本可以达到100%，所有工艺效果都可提前给客户展示，不满意可以根据客户要求进行调整，直到满意为止！】
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信176555708】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信176555708】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
留信网服务项目：
1、留学生专业人才库服务（留信分析）
2、国（境）学习人员提供就业推荐信服务
3、留学人员区块链存储服务
→ 【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：客户在留信官方认证查询网站查询到认证通过结果后付款，不成功不收费！
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Vanessa Warheit, Co-Founder of EV Charging for All, gave this presentation at the Forth Addressing The Challenges of Charging at Multi-Family Housing webinar on June 11, 2024.
原版制作(Exeter毕业证书)埃克塞特大学毕业证完成信一模一样
学校原件一模一样【微信：741003700 】《(Exeter毕业证书)埃克塞特大学毕业证》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
原版制作(澳洲WSU毕业证书)西悉尼大学毕业证文凭证书一模一样
学校原件一模一样【微信：741003700 】《(澳洲WSU毕业证书)西悉尼大学毕业证文凭证书》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
一比一原版(WashU文凭证书)圣路易斯华盛顿大学毕业证如何办理
一模一样【微信：176555708】【(WashU文凭证书)圣路易斯华盛顿大学毕业证成绩单Offer】【微信：176555708】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：176555708】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：176555708】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
一比一原版(UMich毕业证)密歇根大学|安娜堡分校毕业证如何办理
UMich毕业证成绩单【微信95270640】（密歇根大学|安娜堡分校毕业证成绩单本科学历）Q微信95270640(补办UMich学位文凭证书)密歇根大学|安娜堡分校留信网学历认证怎么办理密歇根大学|安娜堡分校毕业证成绩单精仿本科学位证书硕士文凭证书认证Seneca College diplomaoffer,Transcript办理硕士学位证书造假密歇根大学|安娜堡分校假文凭学位证书制作UMich本科毕业证书硕士学位证书精仿密歇根大学|安娜堡分校学历认证成绩单修改制作，办理真实认证、留信认证、使馆公证、购买成绩单，购买假文凭，购买假学位证，制造假国外大学文凭、毕业公证、毕业证明书、录取通知书、Offer、在读证明、雅思托福成绩单、假文凭、假毕业证、请假条、国际驾照、网上存档可查！
文凭办理流程：
1客户提供办理信息：姓名生日专业学位毕业时间等（如信息不确定可以咨询顾问：微信95270640我们有专业老师帮你查询）；
2开始安排制作毕业证成绩单电子图；
3毕业证成绩单电子版做好以后发送给您确认；
4毕业证成绩单电子版您确认信息无误之后安排制作成品；
5成品做好拍照或者视频给您确认；
6快递给客户（国内顺丰国外DHLUPS等快读邮寄）。
7完成交易删除客户资料
高精端提供以下服务：
一：密歇根大学|安娜堡分校密歇根大学|安娜堡分校毕业证假文凭全套材料从防伪到印刷水印底纹到钢印烫金
二：真实使馆认证（留学人员回国证明）使馆存档
三：真实教育部认证教育部存档教育部留服网站可查
四：留信认证留学生信息网站可查
五：与学校颁发的相关证件1:1纸质尺寸制定（定期向各大院校毕业生购买最新版本毕,业证成绩单保证您拿到的是鲁昂大学内部最新版本毕业证成绩单微信95270640）
A.为什么留学生需要操作留信认证?
留信认证全称全国留学生信息服务网认证,隶属于北京中科院。①留信认证门槛条件更低,费用更美丽,并且包过,完单周期短,效率高②留信认证虽然不能去国企,但是一般的公司都没有问题,因为国内很多公司连基本的留学生学历认证都不了解。这对于留学生来说,这就比自己光拿一个证书更有说服力,因为留学学历可以在留信网站上进行查询!
B.为什么我们提供的毕业证成绩单具有使用价值？
查询留服认证是国内鉴别留学生海外学历的唯一途径但认证只是个体行为不是所有留学生都操作所以没有办理认证的留学生的学历在国内也是查询不到的他们也仅仅只有一张文凭。所以这时候我们提供的和学校颁发的一模一样的毕业证成绩单就有了使用价值。他们熟识起来还成了无话不谈的好朋友可惜快乐的时光总是太短太匆忙有一次当他们在楼下捉迷藏时一根长竹竿居然穿越安全网从高空砸下不偏不倚重重地砸在小伙伴阿新稚嫩的肩上父亲再也不让山娃上工地玩了有一天因为过于思念小伙伴山娃还偷偷地跑到工地上去找去唤无奈小伙伴们全不知去向当山娃折好只纸鹤让父亲转交阿新时父亲哽咽了摆摆手说阿新早回老家疗伤去了当山娃追问缘何不留在城里疗伤时父亲沉默了好久才幽幽地说城里开支大没不
Dahua Security Camera System Guide esetia
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EV Charging at MFH Properties by Whitaker Jamieson
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Here's Why Every Semi-Truck Should Have ELDs
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Catalytic Converter theft prevention - NYC.pptx
Understanding Catalytic Converter Theft:
What is a Catalytic Converter?: Learn about the function of catalytic converters in vehicles and why they are targeted by thieves.
Why are They Stolen?: Discover the valuable metals inside catalytic converters (such as platinum, palladium, and rhodium) that make them attractive to criminals.
Steps to Prevent Catalytic Converter Theft:
Parking Strategies: Tips on where and how to park your vehicle to reduce the risk of theft, such as parking in well-lit areas or secure garages.
Protective Devices: Overview of various anti-theft devices available, including catalytic converter locks, shields, and alarms.
Etching and Marking: The benefits of etching your vehicle’s VIN on the catalytic converter or using a catalytic converter marking kit to make it traceable and less appealing to thieves.
Surveillance and Monitoring: Recommendations for using security cameras and motion-sensor lights to deter thieves.
Statistics and Insights:
Theft Rates by Borough: Analysis of data to determine which borough in NYC experiences the highest rate of catalytic converter thefts.
Recent Trends: Current trends and patterns in catalytic converter thefts to help you stay aware of emerging hotspots and tactics used by thieves.
Benefits of This Presentation:
Awareness: Increase your awareness about catalytic converter theft and its impact on vehicle owners.
Practical Tips: Gain actionable insights and tips to effectively prevent catalytic converter theft.
Local Insights: Understand the specific risks in different NYC boroughs, helping you take targeted preventive measures.
This presentation aims to equip you with the knowledge and tools needed to protect your vehicle from catalytic converter theft, ensuring you are prepared and proactive in safeguarding your property.
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ASSIGNMENT 3 RECRUITING AND STAFFING OBJECTIVE OF THE ASSIGNMENT
- 1. Buy here: http://theperfecthomework.com/assignment-3-recruiting- and-staffing-objective-of-the-assignment/ Assignment 3 Recruiting and Staffing Objective of the assignment: The objective of this assignment is to allow you to demonstrate your knowledge of the steps required to recruit and staff for an important segment of the workplace and to demonstrate your strategic skills to the CEO. You will share some of the essential strategic and administrative steps for this important function of Human Resources and will include metrics for which to evaluate the recruitment and selection approach that will be implemented. The situation: Suppose that you are the new HR Director at HSS (the case study presented in our Course Resources under modules) and you have already made a presentation to the CEO and the Board of Directors on the need for HR planning and enhanced strategic role that HR must play in the organization. The CEO confides that she has been thinking about how the senior staff in the organization are recruited and selected. As a result, she has asked you to propose new recruitment and selection methods for the senior level employees. Deliverable: The CEO's directive to you is to prepare a short (approximately five-page double spaced) proposal that includes at the least: 1. A cover memo to the CEO of HSS (CEO has no formal name just CEO) providing an overview of the task assigned and a summary of your proposal 2. A description of at least three recruitment approaches that could be considered 3. A description of at least three selection approaches that could be considered 4. A cost/benefit analysis and comparison of the approaches of both the recruitment and selection approached 5. Metrics the organization could use to evaluate the effectiveness of the on-going recruitment and selection of senior level employees. Propose at least three metrics for the evaluation (include the time frame for your evaluation period such as six months after entry into the position). 6. Your recommended approach and your arguments/justification to defend your choices. 7. A conclusion section that includes a summary of the approaches recommended, the benefits and any other aspects to the proposal you want to highlight. Notes: Use topic headings to organize your presentation, include in-text citations for statements of fact, and provide a reference page if in text citations are used in the proposal, use professional level language and writing. Additional resources: You may add to your thoughts by researching the topic but following are a few articles you may find helpful. If the links do not work, please just cut and paste them into your browser. The last resource I've listed is a very good research article from the Center for Creative Leadership about selecting executives. If the links do not work, please copy and paste into your browser. http://jobsearch.about.com/od/recruiting/a/how-companies-recruit.htm Clear Fit. (2012, November 22). How Recruiting Methods Have Changed Over the Past Ten
- 2. Years. Retrieved from Clear Fit: http://www.clearfit.com/resource-center/candidatesourcing/hiring-and-recruiting-how-recruiting-m ethods-have-changed-over-the-past-ten-years/ Demarco, E. & Rossini, R. (2013, August 13). Creative recruiting: 7 innovative ways to land your dream hire. Retrieved from http://www.hrmorning.com/creative-recruiting-landdream-hire/ HRMorning.com. http://www.hrmorning.com/creative-recruiting-land-dream-hire/ Chris Joseph, eHow Contributor. (n.d.). The Advantages of Recruitment From Newspaper Want Ads. Retrieved January 30, 2014, from ehow.com:http://www.ehow.com/info_7935787_advantages-recruitment-newspaper-wantads.htm l Giles, Karl. "7 Benefits of Social Media of Recruitment." 7 Benefits of Social Media of Recruitment. N.p., n.d. Web. 31 Jan. 2014. <http://www.employmentguide.com/careeradvice/_Benefits_of_Social_Media_of_Recruit ment.htm>. Root, George N. "Advantages & Disadvantages of Internal Recruitment." Small Business. Chron, n.d. Web. 30 Jan. 2014. http://smallbusiness.chron.com/advantages-disadvantages-internalrecruitment-11212.html http://www.ccl.org/leadership/pdf/research/ExecutiveSelection.pdf