Answer to Question #208293 in Management for jess

Question

Q1 How would you ensure the latest versions of the position descriptions and person specifications are used for the process? 

Q2 Do you think it is justifiable to use specialists for the managerial positions?

Q3 List three technological options that can improve the overall effectiveness of the recruitment, selection and induction process? Provide examples as appropriate. 

Q4  Which communication methods will you use to ensure compliance with legislative requirements as well as changes in policies and procedures? 

Q5 A job applicant complained that he was not made aware of the outcome of his job interview and his many phone calls and emails to the HR department was left unanswered. Discuss how would you ensure that processes for advising applicants of selection outcome are followed? 

Answer 1

Question 1

Employee performance can be managed, and expectations can be set with the use of position descriptions. Reading position descriptions can teach employees about their job responsibilities, what is expected of them, and the criteria by which they will be evaluated and rewarded. Position descriptions can also help with recruiting recruitment materials, orientation and training programs, and maintaining consistency and equity within positions. Each departmental post should have its own job description that details the tasks performed by that position. As a manager, I'll use various methods to help your staff understand their job descriptions. Depending on the department and management style, I'll employ one of the following strategies: Talk to employees about their jobs and solicit input to assist you in developing a better approach to explain the job. Employees should be asked to write their own position descriptions based on the university job description—they'll add clarifying descriptions to the employment, classification, and compensation job description and draft position descriptions for your employees' jobs, which you can then discuss with them to ensure they understand your expectations and standards for the position.

Question 2

Yes, using specialists in managerial positions is justified since they can guarantee that the outcomes of their engagement are successful. This is because they focus solely on their area of expertise and perform better without relying on guesswork. In terms of management, experts are preferable over generalists.

Question 3

• Using software that analyzes your job description and gives ideas on making it more appealing to a wider range of candidates, you can improve your open req.

• Using talent rediscovery software, which matches the resumes of prior applicants in your applicant tracking system to your current open req, you may increase your candidate sourcing.

• Intelligent screening software that learns about existing employees' experience and talents and automatically screens, grades, and shortlists candidates for you can improve candidate screening.

 

Question 4

·        Verbal Communication such as addressing the press at the meeting.

·        Written Communication such as the use of memos to members associated.

·        Visual Communication such as the use of smartphones to run a meeting on online platforms

 

Question 5

Recruiters must provide feedback to both successful and unsuccessful applicants, according to the organization. The process can be completed by informing applicants that they were not selected and getting written confirmation shortly. However, encouraging the defeated candidate to participate in the organization's selection process is a smart idea. Human Resources Management should not explain in detail to the unsuccessful candidate why they were unable to succeed in the selection process; instead, this should be done in an organized manner as part of the post-selection feedback. As a result, to protect the company's reputation, management should ensure that every unsuccessful applicant is treated with dignity and professionalism.