Interview "How to build your network": Interview According to Uzzi & Dunlap (2005), while ability and talent are certainly important, who you know is often as important as what you know in the workplace. As well as restating this old cliche in their article "How to build your network," they also offer the reader important advice for targeting who is 'worth' knowing and cultivating within an organization. While power in an

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

It can also be used in educational institutions to receive applications Larreamendy-Joerns & Leinhardt, 2006. Organizations, including educational institutions, which need to do any form of recruitment should thus be encouraged to use online recruitment which will give the company more advantages and enable the human resource management tactics to prosper Kirkby, Wilson, Calvert, & Draper, 2011() Conclusion Every company has its own set of needs and criteria for recruitment. However, since

Recruiting and Retention Strategies of Office Temporary Employees An in-depth analysis of the temporary office employee industry as it pertains to recruiting and retention of those employees. This paper presents a detailed proposal for the recruiting and retention of temporary office workers. The writer is employed as a full time on site recruiter of temporary office workers at one of Wall Street's top financial firms. The majority of the temporary help the

How to Hire the Right Worker Abstract This paper discusses the processes used for screening, interviewing and retaining candidates in the Noble Network of Charter schools in the Chicago area. The processes examined include those used for certified and non-certified candidates as well as evidence-based practices recommended by academic researchers. The paper concludes with a reflection of how the Noble Network could better facilitate the screening, interviewing and retaining process. Keywords: candidate screening,

interview that they conducted with Labor Relations Ms. Sheila Brown, a Labor Relations Specialist who works with the U.S. government in Columbia, SC. The interview paper involved an interview where she answered questions and answers about her job so that the author could get a better understanding of her type of work. In addition to the interview, the project essay will begin with a literature review that will relate