...the position available and would include the person specification so that they can narrow down the people that apply. It would also include the amount of vacancies and the location, salary and whether it’s part-time or full-time work. When advertising for a job you must take legal consideration, according to the BC Human Rights Code you must not make any reference to any of the below whilst advertising job vacancies; * Race * Colour * Ancestry * Place of origin * Political belief * Religion * Marital status * Family status * Physical * Mental disability * Sex * Sexual orientation * Age The advertisement is designed for people that are looking for job. This can be referred through radio, televisions, social network, and website or through word of mouth. This would attract a large number of applicants as the internet is the main sources, which people use to find jobs, such as coffee café. A job advertisement is a paid announcement in a newspaper or other medium about a job vacancy. The advertisement is part of a wider recruitment process designed to attract suitable qualified candidates for a job. For example Coffee Café would place out a job advertisement for the position available and would include the person specification so that they can narrow down the people that apply. It would also include the amount of vacancies and the location, salary and whether it’s part-time or full-time work. When advertising for a job you must...
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...to invest their money and time in. Therefore, candidates should introduce themselves in CV generally. They need present their information in a concise, persuasive and clear way. The CV required a around 1 page of A4 paper. There are 6 main characteristics of CV method. Firstly, the job seekers should write personal basic information to introduce themselves generally such as name, phone number, email and home address. Then, the CV should be introduced why the job seekers interested in the job. Thirdly, education background is an important part in China because it is a basic requirement for companies. Then, job seekers should tell to employers why they can be selected and appointed and why employers can invest their time and money. Work experience and professional skill are vital part in CV that is a determining factor in employers’ impression. They need list the dates of their employment, location, and name for each company. It is easy to scan their CV for the person and quickly match up their skill and experience with their job introduction. Next, hobbies and interests can be described which can make employers know which personality the seeker is and whether the job seeker is suitable in this position. Finally, Referees is not necessary on CV but it should be stated that detail are improvable on request. it is a good idea to nominate mentor or tutors if it is the first job. When the CVs are posted, job seekers should prepare suitable photograph that is a fist impression for...
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...responsible for job duties that are not in writing may also expose the company legally. A job description can serve as a drawing card for desirable, qualified candidates. The job description can emphasize the qualities the company is seeking, such as "takes decisive action" or "needs minimal supervision." The job description can also help with the interview process, by serving as a guideline for interview questions. By developing a similar set of questions for each candidate, employers can compare each prospective job seeker against the criteria included in the job description. Person specification The job description essentially concentrates on providing information about the job. The person specification is a direct contrast; it provides information about the type of person that the organisation is looking for to do the job. The person specification gives a list of requirements, but these relate to the person doing the job. It will have an introduction...
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...people from outside. As soon as a company knows that it needs to recruit an employee, the recruitment officer or who is responsible for this process have to plan and prepare documentation to success of recruiting a new member of staff. First of all a potential candidates sees a the job advertisement. The job advertisement are based on the job description and person specification. This document typically includes: • Job title • Location of role • Conditions of employment (full-time/part-time) • How to apply • Closing date for applications The job advert of Marketing Officer have five main elements. Information on the job opening describes the duties and responsibilities of the position. A candidate profile outlines the experience, education and other attributes required for the job. Company information provides insight into the working environment and the opportunities for the right candidate. The advertisement also describes the salary range and benefits for the successful candidate. Finally, the advertisement explains the application process, including how and where to apply, closing date. Compare to person specification the job advertisement is nicely and wisely designed way to attract suitable qualified candidates for a job. Whereas he job advertisement also plays a secondary role by helping to position the company as a growing organization staffed by quality people. This helps create awareness and...
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...What is a CV? Curriculum Vitae: an outline of a person's educational and professional history, usually prepared for job applications (L, lit.: the course of one's life). Another name for a CV is a résumé. A CV is the most flexible and convenient way to make applications. It conveys your personal details in the way that presents you in the best possible light. A CV is a marketing document in which you are marketing something: yourself! You need to "sell" your skills, abilities, qualifications and experience to employers. It can be used to make multiple applications to employers in a specific career area. For this reason, many large graduate recruiters will not accept CVs and instead use their own application form. An application form is designed to bring out the essential information and personal qualities that the employer requires and does not allow you to gloss over your weaker points as a CV does. In addition, the time needed to fill out these forms is seen as a reflection of your commitment to the career. There is no "one best way" to construct a CV; it is your document and can be structured as you wish within the basic framework below. It can be on paper or on-line or even on a T-shirt (a gimmicky approach that might work for "creative" jobs but not generally advised!). When should a CV be used? * When an employer asks for applications to be received in this format * When an employer simply states "apply to ..." without specifying the format * When making speculative...
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...conditions of a job along with the job's title, and the name or designation of the person to whom the employee reports. Job description usually forms the basis of job specification. | The purpose of a job description is to inform the people interested in the job, the duties, purpose, responsibilities, scope, and working conditions of a job along with the job's title, and the name or designation of the person to whom the employee reports. | This helps Tesco to outline what the job will be about which could help them in their selection as hopefully the candidates will be people who are suitable for the specific role. They can base the interview on the job description and ask the candidates suitable questions relating to the job. | 7 | It lets the employee knows what type of job they are in for. It lists the actual things the employee has to do for example speak to customers and stock up shelves. | 10 | Person Specification | The person specification is a description of the qualifications, skills, experience, knowledge and other attributes (selection criteria) which a candidate must possess to perform the job duties. | CV is where a candidate can showcase their skills, educational achievements and other things. CV is then used to assess if the canditate | Person specification helps Tesco in similar way as the job description does it makes the shortlisting easier. Tesco can look at the person specification and choose candidates who...
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... YOUR CV USING THIS GUIDE TO CREATE A CV AND GETTING HELP 3 3 THE DESIGN GUIDE 3. 4. GETTING STARTED 4 Fig 1. Your Lifeline PROVIDING EVIDENCE THAT 4 CROSSES CULTURES Fig 2. Explaining Your Results COVERING LETTERS 6 Fig 3: Covering Letter Layout Fig 4: Opening Paragraph of Covering Letter Fig 5: Middle Paragraphs of Covering Letter Fig 6: Closing Paragraphs of Covering Letter CV FORMAT – 1 PAGE OR 2? 8 IMAGE AND FONTS 9 THE HEADER 9 Fig. 7: Header Fig. 8: Header plus ORGANISING YOUR MATERIAL 9 AND HEADINGS TACKLING WORK PERMIT ISSUES 10 Fig. 9 Nationality and Work Permission Data WRITING PERSONAL PROFILES 12 Fig 10. Personal Profile Statement Fig 11: Career Objective Statement Fig 12: Career Summary Fig 13: Expertise Summary BEAUTIFUL BULLETS 13 Fig 14: Bullet 1 Fig 15: A Powerful Summary SHOWING MANAGERIAL CAPABILITIES 14 REFERENCES 14 Fig 16. References SCANNING YOUR WORK 15 CV EXAMPLES PROFILE EXAMPLES EXAMPLE COVERING LETTER 16-28 29-30 31 5. 6. 7. 8. 9. 10. 11. 12. 13. 14 15. CV EXAMPLES 2 INTRODUCTION 1. YOUR CV Welcome. If you are a postgraduate student at The Birmingham Business School, one of the tasks you are likely to want to tackle is the design of a CV to ‘market’ your skills for the future. Even if you do not intend to try and seek work in the UK, you are likely to find that you can learn from the self-marketing skills our Careers Advisers and Consultants will emphasise in the workshop sessions offered and by working on your CV using this...
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...and aptitude test. Even though the connection between these four groups of assessment is complex, an easier way to describe the main interrelationships in terms of career assessment is that values measures make it easier to understand fundamental motivators and the cultural context. Interests come from, and can be understood in the context of these fundamental values. If the outcomes of interest measures are vague, for instance if there are two differing veins of interests, the career counsellor can go back to the values outcomes to offer a starting point for choosing between them. The personality and aptitude measures provide the person an examination of their strengths and weaknesses comparative to their interests, if vocational interests are corroborated with the suitable personality and aptitude strengths, then the career options for the person are more clear-cut. If the interests are not corroborated by the recognized personality and aptitude strengths, then it becomes more complex and the discrepancy of the information must...
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...job title and explains what duties the candidates are responsible for. It is also a document stating the initial role of the job that is being advertised and allows candidates to know what they are applying for and allows them to be prepared for the interview. Job descriptions are used through all stages of the recruitment process and is often used in the advertisement, be reminded of this again in the interview stage and being a successful employee by revisiting this document that the job requires and the hours that they are expected to work. Person Specification Each job role will have a different person specification because each one will need different skills in order to fulfil the title. This recruitment documentation allows the candidate what kind of person the employer is looking for; which could range from your past work experience all the way to your characteristics. This allows the candidate to understand what type of person will be fir for the job as well as creating a mould for them. For instance, for the checkout operator role in ASDA, they...
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...main documents the organisation might use for recruitment. In Column 2, write an explanation of the use of each of the documents.(p1) 1. | Job Advertisements | It is notice of job vacancy which is offered by companies and institutions. It states the name of new company. It also mentions how to apply for the job and salary. It also provides the job is part time or full time. | 2. | CV (Curriculum Vitae) | CV is the most important part or a job. Cv provides an overview of a person’s experience educational qualification as well as personal details. It also provides names and contact details of 2 referees’ | 3. | Application Form | An application for employment, job application, or application form (often simply called an application).Employee need to collect it from employer and he should complete the form with true information about his experience educational history, skill, communication skill, emergency contact no, house address, email id, reference, disability, age. The form may also require the applicant to disclose any criminal record. | 4. | Job Description | A job description is a list that a person might use for general tasks, or functions, and responsibilities of a position. Job descriptions are required for recruitment so that the applicants can understand the job role. A job description defines a person's...
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...CVS Caremark Organizational Analysis James P Miller Strayer University BUS 310 Professor Frevert Abstract CVS Caremark established 1963, has been expanding every year since their inception. With over 7,000 retail locations they face many human resources challenges. It essential for CVS to understand what HR challenges they face to make informed decisions; beneficial to the company stakeholders and employees. Hr decisions affect not only the employee’s but the company’s social opt squat. These resolutions include recruitment of highly skilled workers, company policies, labor relations, training and diversity, management of multiple locations, global business environments, employee compensation and benefits, and legal compliance. In addition, CVS human resources have to align optisquat with the mission and values of the company. CVS Caremark Organizational Analysis CVS Caremark is a pharmacy health care provider in the U.S. They provide pharmacy services, which includes mail order pharmacy services, specialty pharmacy services, plan design and administration, formulary management and claims processing; and Retail Pharmacy, which sells prescription drugs and a range of general merchandise, including over-the-counter drugs, beauty products and cosmetics, photo finishing, seasonal merchandise, greeting cards and convenience foods. As of Dec. 31, 2011, CVS has approximately 7,300 CVS/pharmacy retail stores. (CVS Care mark, 2011) CVS...
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...Transcribe information into required electronic format * Scan documents into document management system or database * Check completed work for accuracy * Store completed documents in designed locations * Print information where required * Comply with data integrity procedure * Maintain all soft copies of research documents of the project Job Nature Full-time Educational Requirements Graduate Experience Requirements * Minimum 3 year(s) * The applicants should have experience in the following business area(s): NGOs, Development Agencies Additional Job Requirements * Age below or equal to 35 year(s) * Should have formal computer training * Proficient in relevant computer applications such as MS Office * Accurate keyboard skills and proven ability to enter data at the required speed * Knowledge of correct spelling, grammar and punctuation * Competencies in information collection and management Salary Range * NegotiableOther Benefits Attractive salary for deserving candidate Job Location Dhaka Job Source Bdjobs.com Online job posting Apply Instruction Send your CV to career@ngof.org or Interested...
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...EDU 695 Week 4 Assignment Research and Educational Change NEW – Only Cover Letter – NO Person To Buy This material Click below link http://www.uoptutors.com/edu-695-ash/edu-695-week-4-assignment-research-and-educational-change-new Ashford 5: – Week 4 – Assignment Research and Educational Change One aspect of professional development that educators can participate in is that of educational conferences. While you may at some point have participated in an educational conference as an attendee, you have the opportunity in this assignment to think as a presenter! This assignment will also provide you the opportunity to create a Curriculum Vitae (CV) and cover letter. In this assignment, you will take your discussion presentation you prepared for the staff meeting and convert it into a poster that you could use at an academic conference. As well, often when submitting a poster proposal you include a CV and cover letter that highlight your experience and research interests. Historically, a conference poster session involves use of a large poster-board style document as a reference when speaking with conference attendees about your research or practical experiences with a topic. Increasingly, the poster session involves handouts in digital format transferred through QR codes or another medium and may involve a television or other screen display to communicate your research at an academic conference. Always, your poster presentation contains a title, introduction to your question...
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...Report Body Objectives: Broad Objective: The main objective of the report is to know about the whole organization including its whole HR activities, its each and every part of HR planning, Job Analysis, Recruitment and Selection process and forecasting. Specific Objective: • To find how this company maintains its HR activities. • To know about the methods how this company collects the information for job analysis and what are the methods it follows for conducting job analysis. • To know what are the major elements of recruitment and selections process and how these processes are conducted. • To know how this company forecasts its employee needs. Scope: This report is about the whole HR activities of Robi Axiata Ltd. The mixture of practical and theoretical portions about the HR strategy, Job analysis, Recruitment and Selection process and demand supply forecasting are discussed here. This report gives a broad idea about the methods and techniques used in HR planning. Moreover how this company improves and cope up with the change of the external environment are also presented. Methodology: Primary Sources: The primary source of collecting data for making this report was taking a face to face interview of an HR official. We took a list of questions and got answers by asking him directly. Secondary Sources: The secondary sources of information collection were different websites, magazines, journals, books and other relevant sources...
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... Job portals Word to mouth recruitment/head-hunter agencies Promotions Campus recruitments The biggest advantage of internal recruitment is that it doesn’t or almost doesn’t cost any money and its less time consuming, also there is already a relationship with the employee and the person won’t need much training. And the advantages of external recruitment is that you got a brand new opportunities and can choose the best candidate for the role. The cost for the employee is also lower and there is less chance of partiality. Recruitment documentation Recruitment documentation basically means filling information and personal details about the vacancy that the person is applying for. Recruitment documentation consist of all the copies of application forms and supporting documents, and notes from all the panel members as well as regarding that the person is aware of the vacancy that he/she is applying for. curriculum vitae The first documentation in a vacancy is the CV of the person who is applying which looks like this: It show all his personal details and everything a company need to know about that person such as to which school he went and which course he followed, his qualifications and a little about his...
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