Job Recruitment Analysis Paper

The salary rates the business is presently paying for the individual positions fall well within the wage cure; however, modifications will be as followed:

types of employment. As an example, I would use a scenario with a computer specialist for a

The third alternative was to perform a job analysis of the less competent employee to determine their place in the practice. The use of job analysis to determine if the job duties assigned to the employee are above their competency levels. I will also assess their ability to perform their job duties. Once the analysis is perform it can be questioned whether the person can be moved to another appropriate position to decrease the workload of other employees.

Documented in an employee survey (2012) conducted by the National Association of Colleges and Employees (NACE) the belief by many of the employers surveyed set a number of employee competencies they felt were essential. The findings resulted in a list of capabilities they felt were needed in order to proficiently desired by organizations. Effective verbal articulation within and outside of the organization’s structure, a team player that will a readily work with others, an administrator and convergent thinker, obtain and process data, while planning, organizing, and prioritizing work.

* In this assignment I will describe the main employability, personal and communication skills required when applying job role as described in P1

As a human resources manager, the primary task is to ensure that only the best candidates are called for interview. In essence, academic credentials are not enough to determine a candidate’s suitability. During the interview, it is important to ensure that the applicant has required skills to meet the firm’s objectives. For example, a given person might have the best academic qualifications as per the job’s description but lack other important aspects such as ability to work in the team and good communication skills. During the interview, such traits should be noted to disqualify applicants who cannot meet fundamental requirements of a team player.

| describe the main employability, personal andcommunication skills required when applying for a specific job role

Once an applicant pool has been created, HR personnel can begin the selection process. Ideal screening devices have fairly high validity for predicting job performance and therefore those with moderate to high validity should be included in the new personnel selection system (Carlson, 2002). Initial screening devices would include application forms, resumes and biodata. Research by De Graaff and Ravenstein (2001) supports the recruitment of new engineers who possess some competencies in the humanities and social sciences subjects, strategic thinking, emotional and social intelligence. Therefore, applicants with education or related experience in these fields should be preferred. Furthermore, management needs to ensure that the persons we hire have both person-job and person-organization fit (Kelloway 2011). These two fits influence the attitudes, decisions, behaviours of employees in their work environment (Kristof-Brown, 2005). In other words, internal factors such as strategic goals are an important consideration in the recruitment process (Kelloway, 2011). Seeing as how the organizational culture encourages corporate social responsibility among employees, applicants with previous community service experience will be preferred in the screening process. HR personnel will

The hiring process is a long and tiring one for most organizations. It starts by posting the jobs, getting a pool of qualified applicants and eventually employing the most qualified out of the pool of applicants. This discussion board is going to look at the recruitment process: internal and external, the selection process and orientation which is after the applicant has been hired.

1 Employment adviser’s role is to develop and manage a learner’s job goals using creative tech-niques and deep level questioning, to assist with tailoring the tutoring they receive to progress them.

Successful candidates for the position of HR Administrative Assistant must exhibit the following competencies (as stated in the job description):

On my honor, I pledge that I have neither given nor received help on this assignment.

The goal of selection programs are to capitalize on individual differences in order to select the applicants who possess the greatest amount of particular characteristics that have been assess to be the most important for job success (Cascio & Aquinis, 2011). This goal can be met by utilizing a classical approach to personnel selection. The classical approach to personnel selection starts with the job analysis. From the job analysis sensitive, relevant and reliable criteria are selected on a basis of importance to describe the job specifications that represent knowledge, skills, abilities and other characteristics (KSAOs) that potential applicants are desired to have for the job (Cascio & Aquinis, 2011).

The following report will assess the HR practices and approaches used in this organisation . HRM usually used for selection process and they will provide training after selecting the worker .

The use of interviews alone in determining the right candidates for a job can prove to leave many questions unanswered in terms of the actual competencies and capabilities of candidates. Therefore the use of psychological assessments and tests can help the practitioner to formulate a more objective and accurate assessment of the candidate’s capabilities and competencies against the inherent job requirements. Bartram (2004) pointed out the use of traditional methods (structured interviews, job application forms and knowledge and skills tests) in selecting the candidates who are likely to succeed or fail in a