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Job Description and Recruiting Strategies Worksheet: Job Description


However, this method is often very expensive, regardless of whether the company uses an agency on retainer, or a contingency firm (Hor, Keats & Holmes, 2008). In the internal bulletin recruitment strategy, companies alert their staff of available positions so that those interested can either apply or give referrals (Albarran, 2012)

Job Description and Recruiting Strategies Worksheet: Job Description


Which recruiting strategy would you use to recruit for this position? Why? Job advertisements are a common recruitment method. In this method, jobs are advertised in local and national online and print publications (Davis, 2014)

Job Description and Recruiting Strategies Worksheet: Job Description


Such job advertisements often include details on the compensation package, job description, job title, location, and application procedure (Davis, 2014). One of the fundamental advantages of this recruitment strategy is that the job advert reaches a wider audience, and is thus likely to attract a greater number of potential candidates (Hor, Keats & Holmes, 2008; Brown, 2011)

Job Description Analysis Creating and Sustaining a


State Farm is however unique in the insurance industry that it relies on all of these sources of recruitment to build profiles of their best candidates, and use this profile analysis to fine-tune their recruitment efforts. The increasing use e-recruitment systems show significant potential to revolutionize the entire recruiting process, across the spectrum of candidates companies need to attain their goals and objectives (Faliagka, Tsakalidis, Tzimas, 2012)

Job Description Analysis Creating and Sustaining a


What differentiates these companies is their focus on a systematic approach to e-recruitment. Taking a lifecycle approach to recruitment is critical for gaining the greatest potential value from a recruitment strategy (Pinkerton, 2002)

Job Description Analysis Creating and Sustaining a


SAS is looking for candidates who can do both, with specific focus on the cultural alignment of candidates to the company's current and future growth. Cultural synergies are a very important aspect of any recruitment programs and warrant additional time being taken to qualify potential new employees (Saks, Gruman, 2011)

Posted Job Description for the


This paper discusses how useful the Bureau of Labor Statistics and the United States Department of Labor were in researching the marketing manager job and compares the information their Web sites offer to that provided by the United Kingdom's Office for National Statistics. The Bureau of Labor Statistics provides a wealth of information regarding the marketing manager position ("Occupational Outlook Handbook, 2008-09 Edition")

Job Descriptions There Are a Number of


Lastly, the SBA advises that job descriptions should not be inflexible. Job descriptions should also cover special issues with the position, such as longer than normal hours, dangerous working conditions, travel requirements, physical requirements and other issues that a potential hiring manager or prospective employee would want to know about (Verma, 2013)

Job Description Is a Comprehensive List That


It usually includes to whom the position reports, the qualifications or skills needed by the person in the job position, and a salary quote. Job descriptions also may include a list of competencies (Torrington, 1991, 205)

Job Description Tools and Technology: 4 Knowledge:


The test is also offered to candidates that have passed through the aptitude and qualification tests are interviewed. The interview is also developed to assess the interpersonal, technical, communication skills (Pynes, 2008)

Job Description Tools and Technology: 4 Knowledge:


The preliminary testing results provide selected candidates for test and later the selected candidates are interviewed. The selected candidate is offered the position (Sims, 2002)

Job Analysis / Job Description Job Analysis


This job is more often known as sales representatives, business development, or business promotion; and sometimes adjoined with customer services section in the companies, and thus, known as customer sales representatives. Job Description Interpersonal Qualities: Other important interpersonal skills which restaurant promoters need to possess include dynamism, ability to make a good impression, good relationship-building skills, excellent tolerance to stress, thoroughness and organizational abilities, good persuasion skills and aptitude for communication, and physical confrontation to work long hours inside or outside the office if required by the supervisors or immediate bosses (Alonzo, 2007)

Job Analysis / Job Description Job Analysis


More often, companies prefer those general managers who have exposure in the same industry and in the same geographical boundaries. Reason being, such professionals are better able to understand the changing market dynamics and consumer behavioral patterns (Saiyadain, 2009)

Job Analysis / Job Description Job Analysis


Job-Related Knowledge: Moreover, these people must also have a complete knowledge of the products and services to be promoted to the potential clients. The most essential information which they must have in hand all the time is; ingredients used in the foods and beverage products, price range and discount offers, location of the restaurants, time and day schedules in different restaurants, and free samples (if any) (Shock, Bowen, & Stefanelli, 2004)

Job Analysis / Job Description Job Analysis


Moreover, they must have an in-depth knowledge of the sales territory which comes from understanding the market dynamics, i.e. social, cultural, demographic, and economic patterns (Sommerville, 2007)

Job Analysis / Job Description Job Analysis


Job Description Interpersonal Qualities: Other important interpersonal skills which restaurant promoters need to possess include dynamism, ability to make a good impression, good relationship-building skills, excellent tolerance to stress, thoroughness and organizational abilities, good persuasion skills and aptitude for communication, and physical confrontation to work long hours inside or outside the office if required by the supervisors or immediate bosses (Alonzo, 2007). An ideal candidate must have strong aptitude for sales and customer services and must have interest in making his or her career in the same field (Zoltners, Sinha, & Lorimer, 2009)

Job Description Business Manager Job Description Following


There are vast selection methods that can be used but of interest in relation to the vacant position will be structured interviews and ability tests. Structured interviews; this will involve the selection panel taking the interviewee through various questions and tests in relation to the position of business manager and then score them in line with the answers that they give (Graduate recruitment Bureau, 2013)

Job Analysis and Job Descriptions in Recruitment


Generally, contemporary job analysis and description methods include direct observation, work methods analysis and microanalysis (particularly in connection with industrial and repetitive processes), critical incident technique (CIT), interviews and questionnaires, and analysis if specific vocational competencies (Kinicki & Williams, 2005; Scott, Reynolds, & Church, 2010). The Concept and Purpose of Job Analysis In principle, the main purposes of job analysis are to (1) provide accurate descriptions of the responsibilities and functions of specific positions; (2) assist in the tasks of identifying, attracting, evaluating, and selecting the most qualified and suitable candidates for employment; (3) evaluate positional responsibilities in connection with operational design and decision-making; (4) establish optimal and fair compensation schemes; (5) provide effective criteria and measurement tools for performance appraisals; (6) optimize training programs, methods, and materials; and (7) ensure legal and regulatory compliance (Brannick & Levine, 2007; George & Jones, 2008)

Job Analysis and Job Descriptions in Recruitment


Moreover, the relative accuracy of those assessments becomes increasingly important as a function of the level, complexity, and importance of different vocational positions (Scott, Reynolds, & Church, 2010). Finally, because most modern employment situations involve collaboration, coordination, and communication with others, the job analysis and description also establishes the types of interpersonal qualities and skills that are associated with success in various positions (Faragher, Cass, & Cooper, 2005; Gerrig & Zimbardo, 2008)

Job Analysis and Job Descriptions in Recruitment


Likewise, the more accurate the organization's job analysis and description efforts, the better prospective applicants for employment can assess their qualifications and their suitability for specific positions within those organizations. In that regard, effective job analysis and description processes benefit the organization by eliminating (or at least substantially reducing) wasted funds and other valuable resources interviewing, training, hiring, and eventually replacing unsuitable candidates (George & Jones, 2008; Robbins & Judge, 2009)