The document discusses the expectations of candidates regarding the pre-hiring, hiring, and post-hiring processes of recruited organizations. A structured questionnaire was used to collect feedback from candidates who underwent interviews. Candidates expect clear information on job descriptions, salaries, locations, and growth opportunities. They prefer timely responses and updates at each stage of the process. Overall, candidates want transparency and effective communication from recruiters.
To select mean to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates.
To select mean to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates.
Alzheimer patient needs support during their routine tasks or activities. To take care of Alzheimer patient, it is necessary to acquire supportive and comfortable caregiver. Non emergency medical transportation helps to take care of such patients, efficiently. #medicaid
Kandidatų paieška prasideda nuo darbo pasiūlymo suformulavimo. Tačiau, kaip turi atrodyti skelbimas, kad jis sulauktų tinkamų kandidatų dėmesio? Dalinamės esminiais patarimais, kaip sukurti efektyvų darbo skelbimą.
The Directors of Communications at the British Overseas Aid Group (Oxfam, Save the Children, ActionAid, CAFOD &c) asked for some provocative new thoughts.
The question was: follow the heart or make nice and say the right things and get lots of consultancy work from these guys?
The answer\’s in the title.
(No work followed).
Presentation given at Minnesota Council on Nonprofits 2010 Nonprofit Technology and Communications Conference - March 24, 2010. This was an interactive session where the participants brainstormed technology budgeting ideas for nonprofits, and created this list of tips: http://bit.ly/nptechbudgetingtips
132
1 Explain the significance of employee
selection.
2 Describe the selection process.
3 Explain the importance of preliminary
screening.
4 Describe reviewing applications and
résumés.
5 Describe the use of tests in the selection
process.
6 Explain the use of the employment
interview.
Learn It
If your professor has chosen to assign this, go to mymanagementlab.com to see what
you should particularly focus on and to take the Chapter 6 Warm-Up.
MyManagementLab®
Improve Your Grade!
Over 10 million students improved their results using the Pearson MyLabs. Visit
mymanagementlab.com for simulations, tutorials, and end-of-chapter problems.
7 Explain pre-employment screening and
background checks.
8 Describe the selection decision.
9 Describe the metrics for evaluating
recruitment/selection effectiveness.
10 Identify environmental factors that affect
the selection process.
11 Discuss selection in a global environment.
6 Selection
Chapter ObjeCtives After completing this chapter, students should be able to:
133
significance of employee selection
selection is the process of choosing from a group of applicants the individual best suited for a
particular position and the organization (optimal types and levels of human capital). Properly
matching people with jobs and the organization is the goal of the selection process. If individuals
are overqualified, underqualified, or for any reason do not fit either the job or the organization’s
culture, they will be ineffective and probably leave the firm, voluntarily or otherwise. There
are many ways to improve productivity, but none is more powerful than making the right hir-
ing decision. A firm that selects high-quality employees reaps substantial benefits, which recur
every year the employee is on the payroll. On the other hand, poor selection decisions can cause
irreparable damage. A bad hire can negatively affect the morale of the entire staff, especially in a
position where teamwork is critical.
Many companies would rather go short and work overtime than hire one bad apple. If a firm
hires many bad apples, it cannot be successful for long even if it has perfect plans, a sound orga-
nizational structure, and finely tuned control systems. Competent people must be available to
ensure the attainment of organizational goals. Today, with many firms having access to the same
technology, people make the real difference.
selection process
Companies make selection decisions to determine whether individuals who were identified
through the selection process will be offered employment. Figure 6-1 illustrates a generalized
selection process, but it may vary from company to company and also according to the type
of job being filled. This process typically begins with preliminary screening. Next, applicants
complete the firm’s application for employment or provide a résumé. Then they progress through
a series of selection tests, one or more employment int ...
132 1 Explain the significance of employee selectionCicelyBourqueju
132
1 Explain the significance of employee
selection.
2 Describe the selection process.
3 Explain the importance of preliminary
screening.
4 Describe reviewing applications and
résumés.
5 Describe the use of tests in the selection
process.
6 Explain the use of the employment
interview.
Learn It
If your professor has chosen to assign this, go to mymanagementlab.com to see what
you should particularly focus on and to take the Chapter 6 Warm-Up.
MyManagementLab®
Improve Your Grade!
Over 10 million students improved their results using the Pearson MyLabs. Visit
mymanagementlab.com for simulations, tutorials, and end-of-chapter problems.
7 Explain pre-employment screening and
background checks.
8 Describe the selection decision.
9 Describe the metrics for evaluating
recruitment/selection effectiveness.
10 Identify environmental factors that affect
the selection process.
11 Discuss selection in a global environment.
6 Selection
Chapter ObjeCtives After completing this chapter, students should be able to:
133
significance of employee selection
selection is the process of choosing from a group of applicants the individual best suited for a
particular position and the organization (optimal types and levels of human capital). Properly
matching people with jobs and the organization is the goal of the selection process. If individuals
are overqualified, underqualified, or for any reason do not fit either the job or the organization’s
culture, they will be ineffective and probably leave the firm, voluntarily or otherwise. There
are many ways to improve productivity, but none is more powerful than making the right hir-
ing decision. A firm that selects high-quality employees reaps substantial benefits, which recur
every year the employee is on the payroll. On the other hand, poor selection decisions can cause
irreparable damage. A bad hire can negatively affect the morale of the entire staff, especially in a
position where teamwork is critical.
Many companies would rather go short and work overtime than hire one bad apple. If a firm
hires many bad apples, it cannot be successful for long even if it has perfect plans, a sound orga-
nizational structure, and finely tuned control systems. Competent people must be available to
ensure the attainment of organizational goals. Today, with many firms having access to the same
technology, people make the real difference.
selection process
Companies make selection decisions to determine whether individuals who were identified
through the selection process will be offered employment. Figure 6-1 illustrates a generalized
selection process, but it may vary from company to company and also according to the type
of job being filled. This process typically begins with preliminary screening. Next, applicants
complete the firm’s application for employment or provide a résumé. Then they progress through
a series of selection tests, one or more employment int ...
The Savvy Interviewer’s Guide to Conducting Successful InterviewsOpenView
Want to know the secret to hiring fast and hiring right? It all comes down to knowing how to interview effectively. In this free guide you’ll get exclusive access to tips from industry experts and learn everything you need to know to start interviewing like a pro.
Download ful version here:
http://labs.openviewpartners.com/ebook/conducting-successful-interviews/
HRM, SELECTION PROCESS, PLACEMENT & RETENTION PROGRAMME, HRM, HUMAN RESOURCE MANAGEMENT, MANAGING HUMAN RESOURCES, DIFFERENT DRIVERS OF RETENTION, MYTHS AND REALITIES, STRENGTHENING SELECTION & RETENTION, BUSINESS ADMINISTRATION, MANAGEMENT SCIENCE, EDUCATION AND LEARNING,
RecruitingKhanh K. NguyenCapella UniversityOctober 9, .docxaudeleypearl
Recruiting
Khanh K. Nguyen
Capella University
October 9, 2019
“E-Recruitment”
The Internet Recruitment, is also known as E-Recruitment is the method of employing the potential applicants for the empty job positions, through electronic resources, mainly the internet.
Its cheap
Helpful equally for the employer and the applicant
Less time required in hiring
More efficient and easy
Not suitable for senior positions
High volume of responses
Technology issues
Too impersonal
“Advantages of E-Recruitment”
“Dis-Advantages of E-Recruitment”
2
“Sales Representative Duties”
Reaching customers
By promoting products and services
Do cost-benefit and examination of clients to fulfill their needs.
Start, grow and continue customer better relationships.
Accelerate the determination of client complications and problems and then solve them accordingly.
Organize sales determination with team and additional sections
Analyze markets and report.
Continuously take feedback
3
“Job description for Sales representative”
“Our company CapraTek is looking for a Sales Representative to be responsible for generating leads and meeting sales goals. Duties will include sales presentations and product demonstrations, as well as negotiating contracts with potential clients.
In order to be successful in this role, you will need to have a deep understanding of the sales process and dynamics, and also superb interpersonal skills. Previous experience in a sales role is an advantage.”
4
“Sales Representative Requirements for CapraTek”
Prove work as sales reprenstatives
Excel in MS word
CRM and BRM practice
Extremely encouraged and board ambitious with target to achieved
Perfect communication and negotiation skills.
Prioritizing, time management and organizational skills
Aptitude to make and bring performances custom-made to the spectators wants.
BS/BA degree or equivalent
5
COMPARE THE QUALITY OF THE JOB INFORMATION FOR EACH EMPLOYER AND WEB SITE FROM AN APPLICANT'S AND EMPLOYER'S POINT-OF-VIEW
“Significant changes in technology over the past decade are having a profound impact on recruiting strategies, with staffing professionals increasingly using social networking sites to source, contact and screen both active and passive job candidates. In addition to a focus on social networking's impact on the staffing process”
So when we are at the point of hiring the final candidate we should review how career-oriented he/she is. Assess their past experience, know their strength and weaknesses. Consider if they fit in our company’s culture or not. This is the biggest challenge for a company to find a right candidate. Preference should always be given to one who is more skilled and motivated and good fit in the company. So all the past experience on the given resume is checked by the employer if it will fit best for the company
6
Process of Recruiting in Capra Tek
What is the process of recruitment and selecting?
The proce ...
2. To know the expectation and perception of the
candidate for the pre-hiring, hiring and post-hiring
process from the recruited organization.
3. To know the expectation of candidate in pre-
hiring, hiring and post hiring process.
To know how would candidate find the
prospects of the employment.
To know how attractive an organization would
be in their hiring process which can attract the
new talent.
To know what information can create a negative
impact for their organisation.
4. Primary data
Structured questionnaire method is used for
collecting information and feedback from the
candidates who have gone through interviews
at any stage of time.
5. The candidate find out about the prospects of employment in an
organization mostly from the Job portals and newspaper.
Candidates are attract for working in a particular company from some
factor like for example- organization culture, brand value of the
organization as well as Salary packages they offer to the new employee.
They look such information from alumni, blogs, company website etc. In
the company website candidate search information like job description,
CTC, roles and responsibility and also the growth opportunity in that
organization.
When the organization would communicate through campus placement,
candidate are expected some information from them like- salary package,
job responsibility, job location etc.
6. Most of the candidate are preferred to submit their CV through
email.
Each and every stage of selection process, candidate would like to
hear back from the recruiters.
Candidates are supposed that the response time at each stage of
the hiring process should be minimum.
Candidate expectations on the day of the interview is that the
interview should be started on time and also the environment at the
time of interview should be positive.
Candidate are expected that the time lag between the process and
result should be minimal.
7. Recruiters should try and be more cooperative during the
recruitment process, students should be informed
frequently with updates on the ongoing process.
Companies should also take preventive measures to save
applicants form falling into false job scams happening in
India as well as globally.
Students/ applicants on the other hand should be more
understanding and receptive about the growth
opportunities at the firm
8. The results of this study reveal the expectations of
students pursuing Post graduate level education in
management only and do not represent any majority
group of students.
The study discusses just the current expectations and
no comparisons have been drawn on the basis of past
experiences of candidates.
9. The candidate find out about the prospects of employment in an
organization mostly from the Job portals and newspapers and are
more aware today about the kinds of jobs that would suit them and
the companies they would like to join.
Most candidates today have become choosy with respect to the
freedom and work culture they want within an organization.
Candidates prefer to arrive first at the brand followed by the
compensation being paid by the employer and want the Job
Descriptions, salaries and locations before taking a step further.
Students who are more aware these days also pay attention to
details like ate way an interviewer behaves etc and have high
10. Candidates also expect that recruiters keep them
informed at different stages of the recruitment process,
and that each stage should not take more than two
weeks to convey the correct status information.
A majority of the students who were interviewed, also
expressed a desire to know the cause of their rejection
accompanied with effective developmental feedback
from the concerned authorities