Reliable Method of Recruiting New Employees
Order ID |
53563633773 |
Type |
Essay |
Writer Level |
Masters |
Style |
APA |
Sources/References |
4 |
Perfect Number of Pages to Order |
5-10 Pages |
Description/Paper Instructions
Reliable Method of Recruiting New Employees
Smart Hiring’s Top Three ‘How to Tips’
Whether it’s a new contract or a staff resignation that pushes “hiring” to the top of your to-do list, it could be more costly than you anticipated. The average cost of recruiting, according to Staffing.org, is 12.4 percent of an employee’s annual salary. This is one of those hats you dread wearing.
While a standard two-week notice of resignation may be given, finding the ideal replacement usually takes much longer. Furthermore, your new employee may provide their current employer with a two-week notice period. And you’re well aware that in order to meet deadlines and keep costs under control, they must be hired and trained as soon as possible. As a result, it’s critical that the interview and selection process be as quick as possible while still being thorough.
From pre-screening to hiring, there are three main steps, each of which is equally important:
- Pre-selection
It’s a difficult task to sift through resumes and applications. Here are some pointers to help you “weed out” candidates who aren’t qualified for the job:
- Put resumes that are difficult to read aside. Poor formatting, more than two or three pages (unless the position is executive-level), photos of themselves, and personal bios are all signs that the candidate isn’t as professional as you need.
- When it comes to the remaining resumes, emphasize longevity. If your most recent positions lasted less than two or three years, you may be facing an employee resignation in the near future. Remove those from the equation as well.
- Examine the candidates’ previous titles in previous jobs. Check to see if they have the necessary experience.
- Next, look over their computer skills, which are now commonly included on resumes. Examine previous job responsibilities as well. Although their title may be similar to what your company is looking for, their responsibilities may differ.
- Make a phone call to the remaining candidates and have a brief conversation. If you don’t feel comfortable with them at the end of the call, don’t offer them an interview.
- If you only have 15 resumes left, repeat the process. Your objective is to interview four or five people.
- Conducting interviews
Some employers conduct two-hour or longer interviews with applicants. It’s possible you won’t have time for that. Here are some pointers to help you get started:
Make sure you have time on your calendar for the interview. You don’t want to be rushed and want to be able to think clearly. Prepare your questions ahead of time. Make a list of behavioral event interview questions that will entice the interviewee to tell you how they handle specific situations. “Tell me about a difficult situation you’ve had with an employer and how you handled it,” rather than “Have you ever had a difficult situation with your employer?” will elicit a far more informative response. Begin with small talk. This will make the candidate feel more at ease, and they will be more likely to be truthful in their responses. Learn why they are looking for a new position. This could be the deciding factor in your decision to hire or fire this person. Take down notes.
- Following the Interview
Before making a decision, set aside some time to review your notes and resumes. If you have access to a Pre-Employment Personality Assessment, consider which candidates you want to bring back for this. If you haven’t already started using these assessments, you should do so. The following companies offer Pre-Employment Personality Assessments:
- Wonderlic
- PSI
- The Gallup Organization’s Strengths Finder survey is a good way to see if a candidate is qualified for the job. This is also a good idea to do before the interview. Gallup will try to persuade you to purchase the Strengths Finder book. In each copy, they cleverly include a single survey access code.
Make sure you have someone in mind to train your new employee after you’ve made your choice and before they start working. Your time is valuable to your company, and delegating training to someone else will allow you to focus on meeting your deadlines. Regularly check the training, but don’t get too caught up in it. According to Forbes, companies with the top 10 training programs spend 2.3 percent to 13.1 percent of payroll on employee training. While training is expensive, the hiring process is even more important because if the wrong person is hired, your hiring and training costs will double.
Your employees are the most valuable assets in your company. Make wise investments.
RUBRIC
QUALITY OF RESPONSE |
NO RESPONSE |
POOR / UNSATISFACTORY |
SATISFACTORY |
GOOD |
EXCELLENT |
Content (worth a maximum of 50% of the total points) |
Zero points: Student failed to submit the final paper. |
20 points out of 50: The essay illustrates poor understanding of the relevant material by failing to address or incorrectly addressing the relevant content; failing to identify or inaccurately explaining/defining key concepts/ideas; ignoring or incorrectly explaining key points/claims and the reasoning behind them; and/or incorrectly or inappropriately using terminology; and elements of the response are lacking. |
30 points out of 50: The essay illustrates a rudimentary understanding of the relevant material by mentioning but not full explaining the relevant content; identifying some of the key concepts/ideas though failing to fully or accurately explain many of them; using terminology, though sometimes inaccurately or inappropriately; and/or incorporating some key claims/points but failing to explain the reasoning behind them or doing so inaccurately. Elements of the required response may also be lacking. |
40 points out of 50: The essay illustrates solid understanding of the relevant material by correctly addressing most of the relevant content; identifying and explaining most of the key concepts/ideas; using correct terminology; explaining the reasoning behind most of the key points/claims; and/or where necessary or useful, substantiating some points with accurate examples. The answer is complete. |
50 points: The essay illustrates exemplary understanding of the relevant material by thoroughly and correctly addressing the relevant content; identifying and explaining all of the key concepts/ideas; using correct terminology explaining the reasoning behind key points/claims and substantiating, as necessary/useful, points with several accurate and illuminating examples. No aspects of the required answer are missing. |
Use of Sources (worth a maximum of 20% of the total points). |
Zero points: Student failed to include citations and/or references. Or the student failed to submit a final paper. |
5 out 20 points: Sources are seldom cited to support statements and/or format of citations are not recognizable as APA 6th Edition format. There are major errors in the formation of the references and citations. And/or there is a major reliance on highly questionable. The Student fails to provide an adequate synthesis of research collected for the paper. |
10 out 20 points: References to scholarly sources are occasionally given; many statements seem unsubstantiated. Frequent errors in APA 6th Edition format, leaving the reader confused about the source of the information. There are significant errors of the formation in the references and citations. And/or there is a significant use of highly questionable sources. |
15 out 20 points: Credible Scholarly sources are used effectively support claims and are, for the most part, clear and fairly represented. APA 6th Edition is used with only a few minor errors. There are minor errors in reference and/or citations. And/or there is some use of questionable sources. |
20 points: Credible scholarly sources are used to give compelling evidence to support claims and are clearly and fairly represented. APA 6th Edition format is used accurately and consistently. The student uses above the maximum required references in the development of the assignment. |
Grammar (worth maximum of 20% of total points) |
Zero points: Student failed to submit the final paper. |
5 points out of 20: The paper does not communicate ideas/points clearly due to inappropriate use of terminology and vague language; thoughts and sentences are disjointed or incomprehensible; organization lacking; and/or numerous grammatical, spelling/punctuation errors |
10 points out 20: The paper is often unclear and difficult to follow due to some inappropriate terminology and/or vague language; ideas may be fragmented, wandering and/or repetitive; poor organization; and/or some grammatical, spelling, punctuation errors |
15 points out of 20: The paper is mostly clear as a result of appropriate use of terminology and minimal vagueness; no tangents and no repetition; fairly good organization; almost perfect grammar, spelling, punctuation, and word usage. |
20 points: The paper is clear, concise, and a pleasure to read as a result of appropriate and precise use of terminology; total coherence of thoughts and presentation and logical organization; and the essay is error free. |
Structure of the Paper (worth 10% of total points) |
Zero points: Student failed to submit the final paper. |
3 points out of 10: Student needs to develop better formatting skills. The paper omits significant structural elements required for and APA 6th edition paper. Formatting of the paper has major flaws. The paper does not conform to APA 6th edition requirements whatsoever. |
5 points out of 10: Appearance of final paper demonstrates the student’s limited ability to format the paper. There are significant errors in formatting and/or the total omission of major components of an APA 6th edition paper. They can include the omission of the cover page, abstract, and page numbers. Additionally the page has major formatting issues with spacing or paragraph formation. Font size might not conform to size requirements. The student also significantly writes too large or too short of and paper |
7 points out of 10: Research paper presents an above-average use of formatting skills. The paper has slight errors within the paper. This can include small errors or omissions with the cover page, abstract, page number, and headers. There could be also slight formatting issues with the document spacing or the font Additionally the paper might slightly exceed or undershoot the specific number of required written pages for the assignment. |
10 points: Student provides a high-caliber, formatted paper. This includes an APA 6th edition cover page, abstract, page number, headers and is double spaced in 12’ Times Roman Font. Additionally, the paper conforms to the specific number of required written pages and neither goes over or under the specified length of the paper. |
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