Do companies really need traditional qualifications-based job descriptions in the recruiting process? Why? Should job postings be highly detailed about the nature of the job and the skills expected to perform the job functions, or should they only be broad descriptions? Why?
Some commentators in the HRM field have argued that such job descriptions are unnecessary and are, in fact, a leading cause of the inability to hire top candidates, and that they lead to a variety of hiring mistakes. Others argue that they are the foundation of a well-designed recruiting and selection process. What do you think?© BrainMass Inc. brainmass.com October 25, 2018, 5:31 am ad1c9bdddf
I believe that companies really need traditional qualifications-based job descriptions in the recruiting process, in order to let applicants know what the qualifications are for the specific position, and to allow applicants to analyze their credentials and to determine if ...
Choose the best examples of employee recruitment and hiring strategies .Cite relevant examples from outside sources and/or the course materials to complete this question.
1. Decide what should be included in an organization's plan for recruitment sources.
2. Judge what is the difference between proactive and reactive recruitment.
3. Evaluate differences between traditional and innovative recruitment sources.
Question 2: Examine the role identifying potential employee competencies, motivational strategies, and cultural fit play in retention of quality employees. Cite relevant examples from outside sources and/or the course materials to complete this question.
1. Discuss the four steps necessary for establishing a pre-recruitment foundation for competency-based interviewing.
2. Discuss the four competencies that should be examined and included in an organization's competency-based interviewing process.
3. Analyze related factors of the notion of cultural fit to the process of interviewing.
4. Devise three motivational strategies to keep employees retained
Question 3: Analyze the relationship between interviewing preparations (for best fit results) and the role compensation and benefits play in hiring the best fit employee. Cite relevant examples from outside sources and/or the course materials to complete this question.
1. Analyze the process that goes into interview preparation including factors such as job description, job analysis, right fit, etc.
2. Examine various types of interviewing processes and how they might be applied to various jobs.
3. Deduce how important compensation is to an employee.
4. Discuss the salient features of compensation that employees might expect.
Question 4: Assess the role of employee orientation programs and their effect on retention and productivity. Recommend specific types of orientation programs that can be used to help orient and train new employees.
1. Evaluate the benefits of employee orientation programs.
2. Recommend at least two types of employee orientation programs that organizations can use to orient and train new employees.
3. Evaluate whether or not employee orientation programs are an effective way to retain employees, improve productivity, and avoid the costs associated with high turnover rates.
Your Final Project should be in the form of a plan for attracting and retaining top employees. You should use your present employer, a past employer, or a company you would like to go to work for as the model for your plan so you can use examples and amplify on the factors and answers to these questions in a real life situation you can relate to.