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Recruitment & Staffing Proposal

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They will monitor responses, qestions, cmments and other various interactions. Tis can provide indications where to focus and channel social media recruitment efforts. Te approach also involves engaging top candidate and identifying where your social networks are very active; ivolve the best applicants with valuable content such as videos, wbinars and blog postsThere is three recruitment approaches that could be considered by HSS human resource in ensuring effective selection. Gneral Mental Ability (GMA) is probably the most effective technique for selection that the human resource may apply in obtaining level employees.

Te approach is effective at focusing on future performance in each task, a all job level. GA can be assessed in various ways, fom 40-minute paper and pencil tests such as the Wonderlic, t more costly online computer adaptive tests (Smith & Mazin, 2011). GA tests require little to no customization when applied for different jobs. Frthermore, te tests are affordable, esy and quick. N special training is required to administer tests although expert guidance is normally required to build GMA testing into a company’s selection system.

second approach to effective selection that I propose as the head of HSS human resource is structured the interviews that are not standard interviews. I structured interviews, aplicants for the senior positions will be asked a series of exact, peset, jb-related questions while their responses to human resource are scored using exhaustive criteria always presented in a scoring standard that provides meticulous descriptions on what constitutes every rating. An “interview panel” method is often applied, were 2-3 trained managers from selected sections of the organization ask the questions then each response separately.

Immediately the interview ends; teir ratings are compared to provide for the consistency or reliability. When reply is scored inconsistently, iterviewers look at their rationale and come to an agreement. Tis approach is important as candidates for the senior positions can be examined on organizational and job specific dimensions. Soring guides lower the impacts of individual biases from interviewing personnel. Aailable competencies may be integrated into structured interviews. Oce a structured interview method has been created, i can be applied...

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