However, some of these may be former employees, a group that has been demonstrated to be among the strongest of candidates (Zottoli & Wanous, 2000).
The second recruiting source recommended is the internal job board. Wellpoint has a large staff from which to find a suitable candidate. The candidate will be familiar with the company and clearly seeking to build a career within the company. The employer brand will not need to be sold to internal candidates. Although the internal candidates will be the strongest, the talent pool is again limited through this recruiting source.
The third recruiting source should be an executive search firm. Although expensive, these firms can be useful for screening candidates. The recruiting message can still be controlled and the field broadened. The downside to the use of executive search firms, I addition to their cost, is that Wellpoint would lose some control over its employer brand during the early stages of the search. Wellpoint would, however, have the opportunity to make up for this during the interview components, where its hiring managers could place emphasis on building the employer brand with the candidates.
There are many ways in which this recruiting action can be made effective. The first is to ensure that the job description matches the competencies that included in the hiring qualifications. This ensures that the skills of the hire are well-matched to the nature of the position.
A job analysis at the outset of the process would allow for an effective job description to be compiled. The job analysis will identify the core skills, competencies and innate abilities that are required to be successful in this position (Howatt, 2009). Without an understanding of the organization's needs, it will be difficult to hire the right person. This position, for example, entails implementing a change that is not yet defined. This lack of specific role definition may result in the attraction of candidates that are ultimately unsuitable for the role that they will undertake,...
Recruiting For a lot of companies, many jobs involve the performance of highly-specialized tasks. For Savannah Engineering, Inspection and Insurance Company (SEIIC), there is a need for highly-trained engineers and technical personnel. These employees need to have either a high level of formal training (usually in engineering), a lot of experience in the industry, or both. Because of the high degree of specialization in the field, it is a highly competitive
A principal, for instance, will advertise on Ed Join for, say, a third grade, second grade or whatever opening he or she has, screen and hire the candidates, and then notify Personnel. At the Rio Linda Union School District, job candidates still bring in their applications in person. They bring portfolios to interviews. Not nearly as much is done online, in the screening and hiring processes, as it is at
pre-employment assessment tools to select employees result in hiring better workers. If one looks at job applications, sometimes companies may ask the applicant to fill out a survey or perform a test. These preliminary actions help "weed out" potentially incompatible or unqualified applicants in order to allow for an increased focus on suitable applicants. Although logically it seems like a good way to increase the pool of qualified workers
Mock Qualitative Interview Questions and Answers What are your perceptions on employers hiring people with disabilities? Participant One: A majority of employers are skeptical about hiring people with disabilities. The type and severity of disability have a huge effect on the person been hired. While some employers are willing to give people with disabilities a chance to demonstrate their work capabilities, most feel it is burdensome and they would prefer to avoid
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