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Recruiting

Create a 10-12 slide presentation that includes your findings about Internet recruiting and a job posting for a sales representative position.

Introduction

Note: Complete the assessments in this course in the order in which they are presented, beginning with Assessment 1.

How organizations begin transitioning from recruiting a large pool of qualified applicants to selecting the best applicant for the position is a complex process that changes over time.

Employment selection decisions are significant for managers and organizations. Poor decisions can result in a tremendous loss for the company. Employee performance is critical to organizational effectiveness because an organization will only be as productive as its workers.

Note: Complete the assessments in this course in the order in which they are presented, beginning with Assessment 1.

Preparation

To prepare for this assessment, complete the following:

Scenario

As part of CapraTek’s human resources team, you have been asked to research other employers and their Internet recruiting practices. This assessment has three parts:

  1. Evaluate two employers’ online application processes.
  2. Evaluate two general online job search sites for ease of use and information available.
  3. Develop a job description for the CapraTek regional sales representative posting.

Present your information in the form of a PowerPoint presentation deck of 10–12 slides. Ensure your slides are uncrowded, visually appealing, and easy to read.

Requirements

Part 1: Identify two employers of interest with application portals on their websites. Select only employers that allow online applications. Evaluate the user-friendliness of the application process and the value of the general job information found online. Consider whether the job posting provides candidates with information they would want to know about the organization.

Using information from your research, create a PowerPoint slide presentation with bullet points highlighting your key findings. Include the sites’ links. Add information in the slides’ notes section addressing the following:

  • Articulate the user-friendliness of the online application process for the selected employers.
  • Articulate the user-friendliness of the general job search websites.

Part 2: Select two general job search websites (such as CareerBuilder, Indeed, SimplyHired, Monster). You may choose local or specific job sites. Look at the ease of use and the value of the general information provided on these websites.

Create additional slides for your presentation in which you include the links to the two websites and highlight your findings about them. Add information in the slides’ notes sections that includes the following:

  • Compare the quality of the job information for each employer and website from an applicant’s and employer’s point-of-view.
  • Summarize findings for or against CapraTek using these selected Web sites for posting positions and searching for applicants.

Part 3: Using your job analysis information for CapraTek’s regional sales representatives, develop a job posting for this position. Make location, salary, and working conditions assumptions as needed. Finish the presentation with slides outlining the essentials for the regional sales representative job description as follows:

  • List the necessary qualifications, including educational background, technical experience, skills, and abilities.
  • Describe the physical environment and working conditions.
  • List the most important duties and responsibilities, with percentage of time spent on each, classifying each duty as essential or non-essential.

Note: The requirements listed here generally describe proficient performance for each of the required criteria. To earn full points for each criterion, be sure to review the assessment scoring guide for details on what constitutes distinguished performance.

Competencies Measured

By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

  • Competency 1: Describe how hiring practices support an organization’s strategy.
    • Develop a CapraTek job description for use in a job posting.
  • Competency 2: Assess approaches for recruiting, selecting, and retaining talent.
    • Compare the quality of the job information for each employer and website from an applicant’s and employer’s viewpoint.
  • Competency 3: Explore technology tools that support recruiting and staffing management.
    • Articulate the user-friendliness of the online application process for the selected employers.
    • Articulate the user-friendliness of the general job search websites.
    • Summarize findings for or against CapraTek using these selected websites for posting positions and searching for applicants.
  • Competency 5: Communicate in a manner that is scholarly and professional.
    • Design slides that are uncrowded, visually appealing, and easy to read.
    • Communicate in a professional manner that is appropriate for the intended audience.

Conducting a Job Analysis

Write a 3 page memo outlining O*Net findings used to prepare a CapraTek regional sales representative job description.

Introduction

Note: Complete the assessments in this course in the order in which they are presented, beginning with Assessment 1.

The hiring process starts with a job analysis. Individuals tasked with writing job descriptions must include qualifications and requirements that are specific and measurable. They must also identify the unique characteristics and relationships associated with a position.

Job analysis can be seen as the foundation on which the entire staffing process is built. An effective job analysis informs which knowledge, skills, and abilities (KSAs) are needed to effectively perform the job.

Note: Complete the assessments in this course in the order in which they are presented, beginning with Assessment 1.

Preparation

To prepare for this assessment, complete the following:

Scenario

Alfred! will be produced in a new manufacturing facility. Groundbreaking on the new facility will begin this summer with full operations to be accomplished in three phases over the next two years. Distribution of the Alfred! device and components will be through existing distributors and retail outlets. While most of the new hires associated with this product line will be at the new manufacturing facility, four regional sales representatives will be hired to support the new product line.

Requirements

You have been asked to develop a job analysis, job specifications, and a job description for the four regional sales representative positions. To develop the initial information for this assessment, use the following U.S. Department of Labor-sponsored website of occupational information containing a database of both standardized and occupation-specific descriptors.

  • U.S. Department of Labor, Employment & Training Administration. (n.d.). O*NET online. http://www.onetonline.org/Hint: Begin your search by clicking Find Occupations. Then, under the Career Cluster heading, go to Marketing, Sales, and Service. From there, you can search for a sales representative in any of the technical fields.

Write a memo to your supervisor outlining your findings, and explain why a job analysis is required for any recruiting and selection process. In addition, address the following:

  • Identify the knowledge, skills, and abilities required for this position.
  • Identify wage information and employment trends for this position in a selected state.
  • Articulate the components of a job description for a position.
  • Explain why a job analysis is a requirement for any recruiting and selecting process; refer to specific uniform guidelines and court rulings.

Note: The requirements listed here generally describe proficient performance for each of the required criteria. To earn full points for each criterion, be sure to review the assessment scoring guide for details on what constitutes distinguished performance.

Additional Requirements

  • Required length is 3–4 pages.
  • Use Times New Roman font, 12 point.
  • Double-space your memo.

Competencies Measured

By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

  • Competency 1: Describe how hiring practices support an organization’s strategy.
    • Articulate the components of a job description for a position.
  • Competency 2: Assess approaches for recruiting, selecting, and retaining talent.
    • Identify the knowledge, skills, and abilities required for this position.
  • Competency 3: Explore technology tools that support recruiting and staffing management.
    • Identify wage information and employment trends for this position in a selected state.
  • Competency 4: Analyze the impact of legal and regulatory issues on staffing management.
    • Explain why a job analysis is a requirement for any recruiting and selecting process.
  • Competency 5: Communicate in a manner that is scholarly and professional.
    • Communicate in a professional manner that is appropriate for the intended audience

Examining Adverse Impact

Write a 3-4 page analysis of a selected legal case involving disparate (adverse) impact in selection and hiring.

Introduction

Note: Complete the assessments in this course in the order in which they are presented, beginning with Assessment 1.

Many U.S. laws, ordinances, and guidelines directly impact the hiring and selection process. 

Legal compliance is important to protect the individual and the organization. It is crucial for the HRM professional to understand issues surrounding discrimination and how to best avoid pitfalls. This includes awareness not only of disparate treatment but of disparate impact and how to analyze the issue.

Note: Complete the assessments in this course in the order in which they are presented, beginning with Assessment 1.

Preparation

To prepare for this assessment, complete the following:

Scenario

The scenario in this assessment will be determined by your choice of case.

Requirements

Using the Cavico and Mujtaba article as a framework with which to view the issue of disparate or adverse impact, analyze your selected case.

  • Provide a description of the case.
    • List the facts.
  • Analyze the important issues in this case:
    • Identify what makes this a case about disparate impact.
    • Identify the dispute.
    • Distinguish the theory of disparate impact from the theory of disparate treatment.
  • Analyze the outcome of the case:
    • Explain the court’s decision.
    • Note whether you agree with the court.
    • Analyze discriminatory impact.
  • Describe how the Uniform Guidelines on Employee Selection Procedures help employers avoid issues related to disparate or adverse impact.

Note: The requirements listed here generally describe proficient performance for each of the required criteria. To earn full points for each criterion, be sure to review the assessment scoring guide for details on what constitutes distinguished performance.

Additional Requirements

  • 3–4 typed, double-spaced pages (not including title page or references).
  • Use Times New Roman font, 12 point.
  • Include a title page and an APA-formatted references page.
  • Ensure that your written communication is free from errors that detract from the overall message.

Competencies Measured

By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

  • Competency 2: Assess approaches for recruiting, selecting, and retaining talent.
    • Analyze issues surrounding a case of disparate (or adverse) impact.
  • Competency 4: Analyze the impact of legal and regulatory issues on staffing management.
    • Analyze the outcome of an actual legal case.
    • Describe how the Uniform Guidelines on Employee Selection Procedures help employers avoid issues related to disparate or adverse impact.
  • Competency 5: Communicate in a manner that is scholarly and professional.
    • Communicate in a matter that is scholarly, professional, and consistent with expectations of members of the human resources profession.