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Changes in Recruiting Today vs. Ten Years Ago

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1. Two of the influences on recruitment methods are information technology changes and the .global economy. What are some of the avenues for recruiting that exist today that did not exist ten years ago? Do you feel the recruiting methods of today are effective or ineffectual? Share your thoughts with examples and relevant rationale. Provide references.
2. Activity: Watch the video about behavioral interviewing in the Objectives, Readings and Resource section this week. You are HR officer in a company that has a position open for a new Chief Human Resources Officer. Review the observations and questions the CEO has made after reviewing an applicant's resume. In a posting to the forum, make your recommendations to the CEO for suggested changes in the interview questions or flaws/risks in the CEO's observations/thoughts. CEO Interview Document Instructions
3. http://blogs.hbr.org/video/2013/01/the-right-way-to-conduct-a-job.html?cm_mmc=npv-_-YOUTUBE-_-VIDEO_LINK-_-011513 Video link
4. Please I need quick help.

Interviewing Activity

A CEO is preparing for an interview of a candidate for the position of Chief Human Resource Officer reporting to him. You have been hired as a consultant for the CEO to assist him with the selection process. You have asked the CEO to review the resume of the candidate and make notes of his observations, thoughts and questions he wants to ask. Following is the list prepared. What are your concerns about the list provided and which, if any, are the questions you would suggest are good ones to ask.

Observation: WOW! She went to the same university as I did - that's a plus!

Observation: I wonder if she has children - I'll need to follow up on that.

Question I'll ask: Since you have been a CHCO at our competitor, please describe what steps you took in your strategic planning process.

Observation: Oh - I remember my sister worked for the same organization, and she didn't like it there. That is not a good reflection on the HR practices.

Question I'll ask: Given the possible situation of a unionization attempt, how would she strategize to keep the company non union?

Note to self: I'll need to tell her all about my family, my personality and my management style so she will want to come here to work.

Question I'll ask: Have you been arrested of a crime related to embezzlement or other white collar crime?

Question I'll ask: Can you tell me of a success you had in gauging employee engagement?

Question I'll ask: What would you suppose you would implement if we were having a higher turnover than we would like in our customer service staff?

Observation: She had a gap in her time at her last job - I'd better not ask about that because it may have been for pregnancy leave.

Observation: Speaking of pregnancy, I need to find out if she plans to have more children because we can't afford for her to be out this next year.

Question I'll ask: Given the changing role in the HR profession, what is she doing to stay current in her HR knowledge and skills? Is she a member of any professional or social organization that is of value to her knowledge?

Thought: If I hire this applicant she will be the only woman on the executive team. I'm not sure I want to create conflicts on the team that having a woman on it would bring.

Thought: Gee, I just noticed the date of graduation on the resume, I think if she is over forty and therefore she will not have good computer skills.

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Solution Summary

Recruiting is very different today vs. ten years ago. The job seeker has to be aware of the many changes to be successful. Also, the hiring manager has to ask the right questions. This is a review of several interview questions, thoughts and observations.

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1. Two of the influences on recruitment methods are information technology changes and the .global economy. What are some of the avenues for recruiting that exist today that did not exist ten years ago? Do you feel the recruiting methods of today are effective or ineffectual? Share your thoughts with examples and relevant rationale. Provide references.
The job search has changed significantly over the past ten years. Google is replacing a job seeker's resume. The recruiters are using Google and LinkedIn earches to find new talent. Also, many companies require every new application goes through a Google screening process. A job seeker needs to ensure that their Google results attract the hiring manager's attention and their google rank will need to be increased. In the past, Recruiters would have paid a job board or talent database to find recruits.
Human Resource workers and hiring managers spend approximately 30 seconds on each resume. The job seeker needs ot provide a summary of their work history. Also, a job seeker will need to social proof himself or herself. The job seeker will need to obtain testimonials, endorsements and reccommendations of abilities or skills through social netowrks, which increase a job seker being perceived as a lower risk. The job seeker needs to have a lot of endorsements and recommendations in their LinkedIn profile, prior to beginning the job search. The reason to reduce the risk of hiring the wrong candidate is to ensure that a hiring mistake isn't made that will lead to a company losing money on the bad hire.
Recruiters no longer read resumes and cover letters on paper. Now, resumes and cover letters are received and viewed on an application system or via email. The resume and cover letter will be read on a computer screen. Therefore, the job seeker will need to ensure that their resume or cover letter is formatted correctly in an easy screan scanning way. The resume is viewed as an afterthought instead of an introduction. In the case of an online introduction, a job ...

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