Hrm 4081 Job Application Paper
Job Description/Application Paper
HRMN 408 6381 Employment Law for Business
8/31/2014
Recruitment is one of the major objections when trying to diversify a company. One of the most important decisions for recruiting will be establishing what types of applicants a company or organization is seeking, specifically, what type of work experience and skills a company is looking for. Most employers focus on pre-hire outcomes, such as whether open positions were filled in a timely manner, but increasingly some also give attention to post-hire outcomes, such as the initial job performance of new hires and their retention rate. Thus, in posting the vacancy, share the external job description, the number of vacancies, pay grade with …show more content…
How you answer this question will affect: How your organization publicizes a position. (If you are looking to hire seniors, you should recognize that they may be less likely to use job boards.) What recruitment message you are communicating. (When recruiting your former employees, you do not need to provide much information about the organization.) Who your recruiters are. (When targeting college seniors, you should remember that they will want to meet recent hires who attended their university.)
(2) Researchers use the supply chain concept to discuss how individual recruitment decisions relate to a prospective job candidate’s view of the whole process. Among the questions they address are: Will a person feel the organization is interested in him or her? Does the recruitment message directly address why a person should apply? Is the recruitment message believable?
(3) The Candidate Physical Ability Test consists of eight separate events. The CPAT is a sequence of events requiring the candidate to progress along a predetermined path from event to event in a continuous manner. This test was developed to allow fire departments a means for obtaining pools of trainable candidates who are physically able to perform essential job tasks at fire
HRMN 408 6381 Employment Law for Business
8/31/2014
Recruitment is one of the major objections when trying to diversify a company. One of the most important decisions for recruiting will be establishing what types of applicants a company or organization is seeking, specifically, what type of work experience and skills a company is looking for. Most employers focus on pre-hire outcomes, such as whether open positions were filled in a timely manner, but increasingly some also give attention to post-hire outcomes, such as the initial job performance of new hires and their retention rate. Thus, in posting the vacancy, share the external job description, the number of vacancies, pay grade with …show more content…
How you answer this question will affect: How your organization publicizes a position. (If you are looking to hire seniors, you should recognize that they may be less likely to use job boards.) What recruitment message you are communicating. (When recruiting your former employees, you do not need to provide much information about the organization.) Who your recruiters are. (When targeting college seniors, you should remember that they will want to meet recent hires who attended their university.)
(2) Researchers use the supply chain concept to discuss how individual recruitment decisions relate to a prospective job candidate’s view of the whole process. Among the questions they address are: Will a person feel the organization is interested in him or her? Does the recruitment message directly address why a person should apply? Is the recruitment message believable?
(3) The Candidate Physical Ability Test consists of eight separate events. The CPAT is a sequence of events requiring the candidate to progress along a predetermined path from event to event in a continuous manner. This test was developed to allow fire departments a means for obtaining pools of trainable candidates who are physically able to perform essential job tasks at fire