Human Resource Management Training Presentation Team A- Ana Cruz, Chris Gilbert, Christina Pedraza, Cristina Aviles HRM/300 September 5th, 2016 Robert Lacey IV Human Resource Management Training Recruiting Recruiting: The process of seeking sources for job candidates. Obtaining a significant pool of diverse candidates to choose from. -communicate through different outlets -provide details so people know if they are qualified. -Schools/Universities Obtaining Funds Costs can range from $2,000-$16,000 Recruiting is known as the process of seeking sources for job candidates and it is a large part of Human Resources. One steps of recruiting is obtaining a significant pool of diverse candidates to choose from (DeCenzo, Robbins, Verhulst, 2013). The best way to accomplish this is to effectively communicate the position through many different outlets as to reach as many qualified and interested people as possible. One major factor to consider in the recruiting process is the recruiting costs. Costs can range from $2,000-$16,000 depending on the position (DeCenzo, Robbins, Verhulst, 2013). This price can also increase depending on resources used. 3 Advertisements Employment Agencies Employee referral and/or recommendations Recruiting Strategies There are many different recruiting strategies and each strategy can yield very different results and have an effect of the whole recruiting process. Advertisements can bring about fast results and a very large pool of people to choose from. Employment Agencies can be useful because they help to deliver a very specific person/persons who have been vetted and screened so the company already knows that this person is a good fit for the position. Employee referral/recommendation can also be quick and a good option if the recommendation comes from a trustworthy employee who shows a good work ethic and holds a good rapport, otherwise the recommendation might be taken lightly 4 Interviewing Comprehensive interview: Focuses on assessing a candidate’s motivation, values, ability to work under pressure, and attitude. Behavioral interview: Focuses not only on what the interviewee says, but more so on how they fit into the culture of the company and their behavioral patterns and experience. The interview step comes after the prospective employee has passed the initial screening, application form, and required tests, if any (DeCenzo, Robbins, Verhulst, 2013). There are typically two different kinds of interviews that an applicant may be subjected to. Those two types of interviews are a comprehensive interview and a behavioral interview. Comprehensive interview is more skills based and focuses on a candidates motivation, values, ability to work under pressure and ...