HRM626 Assignment 1 Solution and Discussion
Identify Applicant Screening Criteria
A Resume Screening Checklist For Identifying The Best Candidates
- Compile a list of the job qualifications based on current successful employees.
- Categorize each job qualification as a minimum or preferred qualification.
- Create a resume screening scorecard for the job qualifications to shortlist candidates.
- Find a good resume screening technology tool, especially if you conduct high-volume recruitment.
Prepare a Job Advertisement
AIDA technique for writing a job announcement:
A classic acronym to follow is the AIDA selling format: Attention, Interest, Desire, Action. This means that good job advertisements must first attract attention from the right job seekers, attract a good degree of interest from the right people and create desire in the job seeker to pursue to role.
Please check Task.1 for detail or use LinkedIn, Twitter, Google+, Rozee.pk or any other career portal.
Task 2: Select a Recruitment Strategy
Hint: Identify different recruitment methods suitable for filling the entry-level managerial position. Select any one of them and explain why you prefer it over others? You need to be creative and give some innovative recruitment methods.
Networking is free, and the candidate may turn out to be right under your nose. If this approach doesn’t work, you may then want to hire some outside help, but in my experience you already know who you want, so you just have to do a little bit of leg work to find the person.
Task 1: Create a Job Description for entry-level managerial position
Hint: Select any public, private or non-profit organization of your choice. Get complete information about the entry-level managerial position from the organization. Ask about what this job is all about and what does it require for successful performance. Keep in consideration the structure and components of the job description.
This guide provides the basics of writing a job description and covers the following sections of the job description:
♦ Position Details
♦ Job Duties (“What you do”)
♦ Performance Standards (“How you do it”)
♦ Job Factors For more comprehensive instruction, the Compensation
Department offers Job Description workshops to provide administrators, managers, supervisors, and staff employees with the necessary tools to write effective job descriptions. Please see the Compensation Main page or FSDP page on the Organization Development website for dates and times of the next Job Description Workshop available to you.
This Position Details section contains general information about the job – the current or requested classification, working title, pay range, exemption status, department name and number, position number, percentage of effort, the job description summary, comparable positions, etc.
Working Title – The working title for a job should be based upon the main function or role of the job. It is important to stray away from vague and very specific job titles, instead create a working title that appropriately describes both the level of responsibility and role of the job. Here are some examples of good working titles and those that need some improvement:
Good Working Titles
Help Desk Support Analyst
Working Titles that need improvement
Director of the XYZ Program at the School of AB
Assistant to the Director of ABC Dept
Systems Programmer II
Job Description Summary – The job description summary:
- Contains 1 - 3 paragraphs
- Summarizes the main points of the job description which may include key responsibilities, functions, and duties; education and experience requirements; and any other pertinent information (i.e. scheduling requirements, travel, etc)
- Is used in job postings
@zareen idea solution?
This post is deleted!
24 extra hrs? hai abi
@zareen do you have solution?