...Angel Helm Liberty University Discussion Board Forum 2 BUSI: 642 Response to DB 2 the Hiring Process While the recruiting process varies by industry, company and even department, the end result is the same: One person out of many receives an offer (Needleman 2010). As illustrated in Stephanie’s post the hiring process can be a lengthy process. Companies take several steps in determining factors that constitute bringing on a new employees. In my own personal experience, the hiring process for my last two positions were very different, but both were created to remedy a problem that exist in a specific department. In the first position, the company which normally promoted from within, realized that not enough qualified or willing participants were available to fill these specific roles. The company decided the best way to fix this problem was to post to the position to the public, and began the hiring process externally. As the discussion post describe, the recruitment process began with the position was made available to external candidates. As the applicants were preselected, they were contact via email to partake in a telephone interview. The telephone interview greatly reduces the number of steps in the recruitment process, ensuring faster recruitment for the open position. Telephone interviews are now common practice among many companies. This tool of the hiring process is very efficient in cost savings, and allows the human resources department to pre-screen more...
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...Personal Responsibility and Success in Education Gennifer Smith GEN/200 FOUNDATIONS FOR GENERAL EDUCATION AND PROFESSIONAL SUCCESS April 28, 2014 Susan Ward Personal Responsibility and Success in Education In this paper, I will talk about personal responsibility, and the role it plays in a student's education. If a person wants to succeed in college, then they have to take charge of their own education. They have to make sure that they get the "most bang for their buck." They need to learn everything that they can learn, and they need to make sure they do not slack off. According to Hodges (2006) "Remember, once you enter college you are, for the most part, in control of the experience you will have” (para. 1). Personal Responsibility What is personal responsibility? The best definition of personal responsibility that you will find comes from this article entitled "The Sequence of Personal Responsibility" by Ron Haskins. According to Haskins (2009), "Personal responsibility is the willingness to both accept the importance of standards that society establishes for individual behavior and to make strenuous personal efforts to live by those standards. But personal responsibility also means that when individuals fail to meet expected standards, they do not look around for some factor outside themselves to blame…” (para. 1). Personal responsibility is when a person is accountable for what they want or what they have done in their life. For...
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...the Hiring Process Employers can agree that first impressions are everything; now, what if your first impression was your Facebook profile? Many companies now use Facebook and other social media sites to really get to know who they could be hiring. Facebook is dominating the social media platform with more than one billion active users monthly posting photos, status updates, and personal information. And not all of these users understand how much their Facebook profiles affect their employment opportunities. Employers are looking to hire employees that are reliable, responsible, and get their work done. Employers want to make sure they are hiring people that will be able to reflect the company vision and represent the company in a way that makes customers keep coming back. The way that employees act, talk, and present themselves can affect the way consumers see the company. Facebook is a great source for information when employers are using phone interviews to hire new employees. Companies that use agencies to get qualified candidates are not doing the employer's work for them. Agencies are looking at candidates resumes, LinkedIn profiles, and qualifications, and many agencies contact candidates with phone calls and emails only. When agencies submit candidates to an employer, the first step is most often than not a phone interview. At this point, employers need to research these possible candidates before going any further in the hiring process. Facebook...
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...Environment & The Hiring Process La Toya Wright ENM 356 March 1, 2014 Dr. J. F. Ford From a human resources perspective, the hiring process is very important. There are so many factors to be taken into account when deciding how to hire someone for an opening in a company. Recruiting is a necessary party of any company's expansion efforts. But, there are a number of legal considerations in the recruiting process. Job postings, interview questions, checking references, and making hiring decisions / job offers all need to be done in a manner that decreases risk to the business. In fact, it is possible to ask unlawful or even discriminatory questions without realizing it. For example, employers are forbidden from discriminating on the basis of race, ethnicity, religion, marital or family status, physical or mental disability, gender, age, and possibly sexual orientation. The main thrust of all employment discrimination laws is to make it illegal for employers to treat employees or applicants adversely on the basis of something about themselves that they cannot change, or should not be expected to change. Such factors are called "immutable characteristics". For example, one cannot change one's race or color, gender, age, or national origin, cannot readily change one's disability status, and should not be expected to change one's religion, as a condition of getting or keeping a job. There are quite a few laws set in place to protect people in the hiring process: Equal Pay Act...
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...SOCIAL MEDIA IN THE HIRING PROCESS Preeti Khare Central Michigan University Human Resource Management MGT-643 Dr. Edward Ward 3/29/2015 Introduction Employers can use Social Networking Websites (SNWs) in two ways when hiring: to recruit candidates by publicizing job openings, and to assess potential candidate’s profile including attitude, behavior, personality and qualifications. Kluemper and Rosen (2009) examined the feasibility of whether the information available on these SNWs really helps to improve the employment selection decisions. They asked 63 raters to rate candidates on intelligence, performance and the Big Five personality traits. They found that based solely on viewing social networking profiles, judges were consistent in their ratings across subjects and were typically able to accurately distinguish high from low performers. In addition, raters who are more intelligent and emotionally stable outperformed their counterparts. Given this reliability of assessment, SNWs such as Instagram, My Space, Facebook, and Linked In with hundreds of millions of profiles could be gainfully deployed in hiring decisions. Not surprisingly SNWs have become extremely popular and useful in the hiring process these days. However, use of SNWs in hiring does not come without accompanied costs and risks. Scholars argue that the use of SNWs increases the chances of decisions being affected by unrelated information such as race, gender, origin, nationality and may increase the risk...
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...Hiring the Right Employee is a Challenging Process Mary Mac Church Chamberlain College of Nursing In, the 1940’s, it was perfectly legal to refuse to hire, promote, or fire someone because of race, ethnicity gender or religion. The legacy of Pitney Bowes historical leadership and job opportunities provided to African Americans played a pivotal role in decades of change in diversity management. Organizations that realize the advantages diverse employees will increase profits, productivity, long term growth and overall success (Harvey & Allard, 2012). The goal is to make race, sex and religion irrelevant in the hiring process. In fact, the civil rights movement established state and federal laws that bar employers from discriminating against employees. The recruitment process involves many steps, which include advertisement, screening, preparation and decision- making. It is important to collect and review a fair amount of applications. It crucial to screen all applicants, analyzing their qualifications, skills and experience. Resumes are very useful however they don’t provide the individuals work ethic. It is critical to interview the most qualified candidates. The Atlanta based Fortune 500 Company is looking for a sales representative that is articulate, sophisticated and knowledgeable about fiber optics. After closely reviewing the four applications I initially chose Karen. It was based on having the most experience...
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...E-RECRUITMENT: REVOLUTIONIZING THE HIRING PROCESS Abstract In today’s turbulent and dynamic market e-recruitment is the emerging employment practice which provides fast, reliable and instant solution to many problems essentially in high turnover industries. It has been evolved into a sophisticated interactive engine with the ability to automate every facet of the hiring process virtually. It can ease the selection of employees, especially where long-distance are involved. Thus e-recruitment is revolutionizing the way employers hire employees. Some implications for managers are printed out such as-the need to be trained for these changes. It can save a lot of money on advertisements; the saving could be used to develop careers or training of employees. Further, it is suggested that the HR objectives have to be align with the organizational objectives to ensure that they recruit, select and employ right candidate for the right job. In this paper there will be an introduction on e-recruitment, and its development process, its effectiveness, advantages and disadvantages and the impact it has on the management. Keywords: Recruitment, e-recruitment, internet, explosion, growth and web based recruitment. Introduction E-recruitment market is one of the vital aspects in the process of recruiting the talent. Internet has completely changed the role of the traditional recruiter. Earlier, cold calling and candidate networking were the only options available for identifying the new...
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...September 19, 2012 Re: Improving the hiring process for Corporate and Business Sales I. Current situation Vivacom is a large company in the field of telecommunications. After the privatization the company’s structure and strategy were changed. The accent is on quick profit achieved by extreme sales push. In the current situation the Account Managers are required to sale as much products as possible but also to retain the responsibility of servicing the corporate and business customers in a proper manner. Often appears that employees who are with the company for a few months only, need to be released because of their inability to cope with the job responsibilities and the stress. The HR department invests time and money in the training process but on the other side neglects the hiring process, because of which the latter is slow and inefficient. II. Problems The process of hiring in Corporate and Business sales in Vivacom is slow and inefficient. Because of lack of recruitment team, the HR management of the company relies too much for the hiring process on the Account Executive Managers (Team Leaders) and the Directors of Corporate and Business departments. The HR managers delegate the right of choosing and hiring the candidates, to the direct management of each of these two departments. The Human Resources personnel do not fully participate in the hiring process, which makes the process time taking and brings the problems of hiring people without the necessary job skills...
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...Is The Rise Of An Internet Only Hiring Process Discriminatory To Poor Americans And Minorities? Steven Wilson PMAP 4211 9/20/2011 As a young man, my father gave me that advice that when applying for a job, make a good first impression by putting on your nicest suit, introducing yourself to the manager, have a strong handshake, and look him/her in the eye. This advice served me well over the years and helped me to gain many different positions. But what about the job seekers of today? Over the years, I have trained many young people to research what they want to do and then to go to that business during a slow time and ask for the manager and do just that. A firm handshake, a confident voice, and strong eye contact would make the Hiring individual remember you and want to hire you. But over the years, that method has become less and less effective. Young people come back dejected and disappointed because the only response they get is to go to a website and fill out an application. Gone are the days of going into many businesses, asking for the manager and dropping off a resume or an application. Most large companies have adopted a policy of internet only applications. Instead of applicants taking up the time of a manager, applicants are directed to a website to apply for their desired position. Sometimes there is even a kiosk on site to complete the task. On the surface this seems like a great idea. Companies cut down a lot of time...
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...Validity is a measure of the effectiveness of a given approach. A selection process is valid if it helps you increase the chances of hiring the right person for the job. It is possible to evaluate hiring decisions in terms of such valued outcomes as high picking speed, low absenteeism, or a good safety record. A selection process is not valid on its own, but rather, relative to a specific purpose. For example, a test that effectively predicts the work quality of strawberry pickers may be useless in the selection of a capable crew foreman. A critical component of validity is reliability. Validity embodies not only what positive outcomes a selection approach may predict, but also how consistently(i.e., reliably) it does so. In this chapter we will (1) review ways of improving the consistency or reliability of the selection process; (2) discuss two methods for measuring validity; and (3) present two cases that illustrate these methods. First, however, let’s consider a legal issue that is closely connected to validity: employment discrimination. Avoiding Discrimination Charges Avoiding content errors Reducing rater inconsistency VALIDITY OF SELECTION METHODS Validity refers to the quality of a measure that exists when the measure assesses a construct. In the selection context, validity refers to the appropriateness, meaningfulness, and usefulness of the inferences made about applicants during the selection process. It is concerned with the issue of whether applicants will actually...
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...Assignment The Hiring Process Jessica Berry Small Business Management AB209-01 July 22, 2014 Interviewing is a very big part in the selection process of employees, it gives the employer a chance to meet the job candidate, and get a general idea of who they are. The problem I find with interviews is that the job candidate can give you all the right answers, but are they deceiving you just so they will be hired. Are their answers to the interview questions honest, or just what they think I want to hear? Interviewing can be helpful in the selection process, but it should not be the only step (Longenecker,2014). GBC is a very small company at this point, so the owners (Scott, Wayne and Myself) would be the ones in charge of recruitment and hiring for the company. I would do most of the work, but would keep them involved in the process and the three of us would make the final selections. There would be 5 steps in GBC Cleanings’ hiring process. The first step we talked about last week, and that would be determining exactly what the company needs and then posting a job on an employment website. This would be something that I would handle for GBC. The second part of our process would be reviewing the applications and selecting the best candidates for the job. This would be handled by all three owners, because Scott and Wayne know more about what they are looking for in a custodian or equipment operator. I would definitely want their input during this process. The third part...
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...Technologists. Jeff is unable to meet the demand of reading the scan as soon as the patient is done. If Jeff were to read the scan right away, it would take longer from him get the next scan started. Quinte needs to hire a new MR Technologist in order to keep up with demand, increase revenue, and increase patient satisfaction. This will add a cost of $38 per hour plus benefits, but will eliminate overtime for Jeff. Hiring a new MR Technologist will have the following benefits: increased productivity, less errors, alleviate workload for Jeff allowing for a backup when Jeff needs a day off, and increase revenues. The only cons of doing this are the new costs that will be added and the risk that this solution may not pay off. Having a back log of 14 days is a huge issue in the medical field. If a patient needs an MRI it is because something is wrong in their body and they need to figure it out ASAP. This is providing terrible quality of service to its patients. Extensive wait times have caused bottlenecks in the MRI process and have placed constraints on the overall process. Patients are going to be upset and bring their business to another clinic. Quinte is going to lose revenue and referrals from the doctor and other patients. I am confident that the scheduling system needs to be revamped. Patients need to be aware of what to wear to the appointment to save time, have a waiting list...
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...together. The outcome evaluations give up data about whether or not the results can be replaced as well as the program trustworthiness. Some examples of the outcome evaluations are when the number of surveys is being conducted are rising. Another example is when a business is showing the earned income from the profits. The process evaluation is an evaluation that shows the distinctiveness of the process evaluation method and how they are monitoring and credentials of the program planning, related program fundamentals and accomplishment. The process evaluation method employs quantitative and qualitative measure to review the complete suitability and success of the program remunerations. When there are staff questionnaires are in play, they are used to collect great information for development, planning, activities execution, scheduling, organizational administration and collaborative and community roles. This process allows for corrections to be made when the process is missing information. The process evaluation also gather information around the communities, it helps to assist them. The training and hiring process are also scrutinized. Some examples of process evaluation are the Census survey’s that conduct survey’s all across the world to help the world to be a better place. Another example would be when regular people conduct their own survey’s for their own...
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...515). Mr. Kabasella has requested the help of a research consultant to help his business prosper (Churchill et al, 2010, p. 515). The research marketing process states that identifying and defining the problem is the first and most important step (Churchill, et al., 2010). Before you can identify the problem Mr. Kabasella and I must determine the purpose for the study, gain all background information, identify what information is needed, and how it will be used in decision-making. Without taking all these steps into consideration when planning the research the project could fail and be a waste of time and money. Information such as, which market are you trying to target, what research have you done yourself, and what problems have you been able to identify and how did you determine what those problems are? As wells as what changes are you willing to make? Changes with the menu, customer service, management, hiring and training staff, marketing, and/or capital ("7 Surprisingly Common Problems That Restaurants Face", 2014). Critical thinking is the intellectually disciplined process of actively and skillfully conceptualizing, applying, analyzing information gathered from observation, experience, reasoning, or communication. The process of market research follows critical-thinking in each step of the process. Once the problem has been identified the next step will be to develop an approach to the problem. Since...
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...Who is the creater of CP/M? [Kildall] Who is the head of the Multics project. [Carbato] Which OS’s process scheduler reduces priority and increases quantum. [CTSS] Which one is the difference between a semaphore and monitor. [Last choice] If a system has 16 drives and each process can have 4 drives. What is the maximum number of n that the system is deadlock free. [5] Given the sequence below which processes will cause a page fault. (for FIFO – LRU) Write a loop that would create 10 child processes. (No more than 10). If a file is shared by two processes, can have read-only and the other read-write access. If yes how, if not what prevent it. What are some of the security features in UNIX or NT. How does NTFS directory system work. How does UNIX directory system work. Pick a Unix UNIX process scheduler and explain how (not why or when) it favors I/O bound processes to CPU bound processes. Explain and compare I/O software (programmed, interrupt, DMA). What is the problem with RAID4 and explain how RAID5 solves the problem. Disk arm scheduling algorithms readuce read time but what does Linux additionally do. How does Workingset Clock algorithm work. If seektime is 8msec and each track is 160KB. What is the access time to read 4KB. Couffman listed four requirements for a deadlock. Describe fourth one and how to prevent it. What are the advantages of inverted page tables. What is a soft link. Implement soft link and hard links...
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