VALDOSTA STATE UNIVERSITY HUMAN RESOURCES AND EMPLOYEE DEVELOPMENT RECRUITMENT & SELECTION GUIDE INDEX 1. Purpose of the Procedure 2. Recruitment and Selection Framework A. Overview of the process B. Review the job and the need for it C. Search Committees D. Flow Charts 3. Request for Personnel Action 4. Advertising A. Job Posting B. Employee Priority Posting 5. Selection Process A. Screening Applications B. Arranging the Interview C. Interviewing
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Job Description Job analysis is a crucial stage of the recruitment and selection process as it identifies the nature and scope of responsibilities expected of new staff. The purpose of job analysis is to break down the job into specific knowledge, skills and attitude (KSA) requirements for effective performance which can be subsequently assessed. (Robinson, 2006, p. 157) For the role of the Sales Manager we have identified a purpose and shown the main duties required of the candidate. Job
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how to attract the good/right candidates, for example, develop a proper job description, select the interweaving team properly, prepare fully for the interview, searching in the internet, enhance your brand etc. Unfortunately, as many hiring managers have realized, there simply is not enough time to adequately sort through the plethora of candidates who are available. Let me go deeper in job descriptions. Job description is not just a piece of paper that sits in an employee’s file. It is living
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exempt only if he or she performs exempt job duties. These FLSA exemptions are limited to employees who perform relatively high-level work. Whether the duties of a particular job qualify as exempt depends on what they are. Job titles or position descriptions are of limited usefulness in this determination. The actual job tasks must be evaluated, along with how the particular job tasks go along with the employer's overall operations. There are three typical categories of exempt job duties, called executive
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Guidance on writing Job Descriptions & Person Specifications These notes are designed to assist you when completing the Job Description & Person Specification templates. Before you start The job description and person specification should be completed by someone who has a good knowledge and understanding of the role and is able to identify the appropriate criteria to select the best candidate. If it‟s helpful, your HR Advisor can work with you to ensure all the key areas are captured. Tips
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JOB EVALUATION: PROCESSES AND PROCEDURES 1. INTRODUCTION 1.1. The purpose of this document is to lay down the guidelines, processes and procedures to be followed during job evaluations sessions. An attempt has been made not to re-design the job evaluation system (Peromnes System) currently applied by the University of South Africa, but to explain how the system works in a more understandable manner. General job evaluation concepts will be explained over and above the Peromnes concepts. This document
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Questions Question#1 Job descriptions are needed in an organization because it provides job information and criteria practices that help to select the best candidates. In addition, job description ensures that applicants have a full understanding of what is expected of him or her. A job description is a good tool that assists employers with explaining and clarifying the job duties, responsibilities, and reporting guidelines to its future candidates. Additionally, job descriptions develop agreements between
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procedures that must be followed for doing the steps for recruitment and the follow through to get the candidates hired. As I have attached a copy of the request for recruitment form, job requisition form and the job duties questionnaire and the job description form which are the tools we use to get positions approved and filled for the company in Appendix A. There is a step-by-step for doing the recruiting and where to post the jobs. We then follow this step up with the interview process and pre & post
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Practitioner’s Guide to Total Rewards and Compensation By: Alix Echeverri April 2013 Table of Contents Executive Summary 5 1. Job Analysis 6 1.1 Definition of the key ingredient/activity 6 1.2 Rationale of its importance 6 1.3 Potential impact on organizational outcomes 7 1.4 Organizational symptoms that suggest that the function is not being performed correctly 7 1.5 Key descriptive models 8 Figure 1.1 – Decisions in Designing Job Analysis 9 1.6 Key steps in executing the prescribed
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Motivation, Stress and Communication Sebena Foust Dr. Kimberly Carter Organizational Behavior February 17, 2013 Job Title: Director of Human Resources, Central Region Job Description: Create and maintain an effective approach to recruiting and selection throughout the region. Support Central Region managers in proper hiring and orientation of new employees. Work with managers to retain and develop employees through effective performance planning and review, supported by
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