Wendy Kopp-The Recruiter

In the fall of 2001, Stephanie Chappell Disbrow took her talent acquisition/recruitment knowledge into the medical field when she was brought on board with Sterling Healthcare. As a Client Service Representative Supervisor, she was responsible for a small staff of lower level recruiters. Through her time here,

Carl Robins is faced with very serious problems as the new campus recruiter for ABC, Inc. This case study analysis will show the many problems that evolved when he attempted to recruit new employees to work for Monica Carroll. After reviewing the issues at hand, we will discuss the possible solutions available for Carl to rectify the situation and the proposed solution that he should take. Carl Robins is a competent employee of ABC, Inc. As with any new position a person is involved in, he will face challenges. However, it is not impossible to overcome these challenges.

The common perception of a recruiter is evolving quickly in the workplace (Boswell 2001). Where once recruiters were viewed as a tool to simply acquire candidates, modern recruiters have greater responsibilities to their clients. These responsibilities can include tasks such as organizing paperwork, completing pre-screening measures, and even occasionally preparing training curriculum (Darrell 2002). Recruiters are further expected to provide quality screening of candidates and ensure the optimal match for each applicable position within a company (Posner 2006). As with any other job within a company, recruiters must take this work seriously and avoid procrastination to ensure a smooth transition for their candidates into the new workplace. Should the transition fail to be smooth, the full blame modernly falls on the recruiter who failed to use proper coordinating strategy.

My very first job interview for the Chesapeake Virginia School District has always set the tone for expectations of the hiring process for me. Chesapeake Public Schools anticipates the “churn” of employees (Moran, 2014). Chesapeake Public School implemented an early hire process as it planned for the next year’s vacancy. So while the individual vacancies were not posted, they sought interviews on college campuses among the graduating seniors.

With the assistance of our community partners, who specialize in job placement, we have already recruited, train, and place many individuals in productive industry recognized positions such as: Janitorial/ (EVS), Certified Nursing Assistants (C.N.A), Hospitality/ Customer Service, and more. Our goal is to improve our placement and retention rate by removing barriers and adding additional support such as, implementing the case management approach which will tend to each case according to the individual need, expanding hours, increasing class size, and adding more access to child

During my reach into the hiring issues at ABC Inc., it was found necessary to research and read more in today’s hiring process with the current job market. The following is an introduction of one specific company that recently requested a case study of a current internal hiring process that took place or did not take place. In this situation, a new campus recruiter was expecting to bring on 15 new hires to complete for orientation to work in the Operations department. When the operations supervisor contacted the new recruiter and checked on the status of the recruiting process, they were assured that all requirements would be in place.

Marisol Martinez is a recruiter for BASF Corporation for the last six years; however, she has been working in Human Resources for seventeen years all together. BASF stands for Badische Anilin und Soda Fabrik, they are a German company and per their website; they create chemistry through the power of connected minds. By balancing economic success with environmental protection and social responsibility, they build a more sustainable future through chemistry. As the world’s leading chemical company, they help customers in nearly every industry meet the current and future needs of society through science and innovation. Through a detailed interview with Mrs. Martinez, she was able to provide interesting and specific information about her

I chose to interview Jamie Schoenherr, an assistant athletic trainer/head of education at Buena Vista University. She finished her undergrad degree at BVU then continued her education at Western Illinois University. Here she received her master’s degree while working for a grad assistantship. Her first job was with the University of Wyoming. From here she moved closer to home to work at a hospital/help with three different high schools. Jamie then decided to return to BVU where she still works to this day. She has been employed with BVU since 2013. The reason I selected Jamie was because of her overall friendly attitude and how approachable of a person she is. When meeting all BV’s athletic trainers, Jamie stuck out the most. She always has

The inconsiderateness of the clinic for my father’s injury only further fueled me to research and contact many lawyers to find the best one to represent my father. I continued to lead my father through this new and unfamiliar situation. I further developed my researching and inquiry skills to uncover resources and opportunities for the benefit of peers as myself. Bright prospect is a program aimed to empower students to gain admission, and graduate from universities. Currently, I’m the crew leader of my Bright Prospects team. Many of my crew members were unaware of the benefits and opportunities offered by their community. One of my crew member wants to pursue a career as a firefighter, but was confused about how prepare. I led him to ask around Pomona City Hall and introduced my crew member to various internships opportunities within and around our hometown. Because I pursued a positive change in myself, my family, and my peers, I took the initiative to find organizations in which I could take on leadership roles. I continue develop my leadership skills to persuade others to be active in communities and to seek opportunities to achieve their personal

I would now like to make the result of that dedication, perseverance, and education available to you for the achievement of your company’s visions and goals. I have a track record of performance excellence in instructing personnel, and coordinating multiple projects successfully,

During my sophomore year at Miami Dade College, I decided to run as the President of Phi Beta Lambda, which alongside Future Business Leaders of America is considered the largest career student organization in the world. I had the purpose of reaching and encouraging students, including Biology, Engineering, and Journalism majors to take advantage of the wonderful opportunities that this organization offers every year. However, in order to do a successful job, I had to work as a team player alongside my club’s advisor and the rest of the officers. Our major project was to make the state and national conferences affordable to a broader range of students and prepared them for the competitive events.

Propaganda also convinced women to join the war effort because women were just as important as men during WWII for the implications regarding productivity for military material. War was a masculine endeavor and it was controversial that women join the military service. To ease the minds of American men, the OWI conceived a respectable female soldier image. In Figure 2, a mother is proud that her son and daughter are both dutiful children and part of the military. This poster conveyed to parents that it was patriotic for daughters to enter the service without having her socially shunned and shame the family (Briones 56).

When I first saw the final paper assignment posted, I directly decided that I was going to start reading the chapter that goes over the recruiting interview which winds up to be Chapter 7 in the textbook “Interviewing Principles and Practices”. I chose this chapter because I thought it would be interesting to know how the recruiting process differs from one organization to another or from one country to another, given that I chose to interview people from outside the United States. I also picked this chapter because I realized that recruiting is the most used tool in order to decide whether a prospective employee will be a good fit to a given position in a given organization.

1. Describe the learning objectives of this course and the type of best practice that you are sharing.

At this time, James would be considered an underperforming employee. However, Alex has seen James potential through working with him on a previous project. To help James realize his potential, Alex will need a well-executed coaching plan. Coaching is an ongoing, collaborative process. It involves observing, complimenting, and seeking opportunities for improvement. The first goal of coaching is to establish trust between the manager and subordinate (Southwell, 2015, Unit 7).