1. Go to O*Net Online's Website and review at least two (2) different occupation descriptions. Next, compare the two selected occupation descriptions.
Recommend two changes to make the occupation descriptions more marketable. Provide examples to support your recommendations. Be sure to provide details of the occupation descriptions in case others want to use them.
Respond to this post
One of the first steps in recruiting qualified applicants should be developing an accurate job description. The job description should include the roles the individual will fill, any knowledge, skills and abilities required for the position and any relevant experience that would separate one applicant from another.
The job description should also be clear and easy to understand. Interviews are also an important selection tool. By using performance based interviewing, a company can structure interview questions that go along with the vacancy, company problems and company culture. Because performance based interviews are so specific they help to identify top performers.
They also help to expose the strengths, weaknesses, and organizational, personal and cultural fit to preferred applicants. Out of the two, having an accurate job description would seem to benefit the company the most.
When employers use job descriptions that are incomprehensible or that barely explain what the position does it can actually cause well-qualified applicants to ass it up. An accurate job description can also be the foundation from which interview questions are built on.
2. Company Competitive Advantage" Please respond to the following:
Propose two ways that a company can gain a competitive advantage over other companies when striving to recruit job applicants. Determine whether technology has assisted or hindered the process.
Imagine you are head of the HR department, and you have been asked to review two applicants for the sales clerk position at your company. Alice, the first applicant has 10 years of experience in sales work, but can be easily distracted. She will not work on commission and cannot work weekends.
She can be a little obstinate, but has an excellent job history. Mary, the second applicant, has one year experience, but very congenial and loves working with people. Her work schedule is very flexible, but she can become a little stressed at times and has been known for having to quietly leave and regroup for a short time.
Determine which candidate would be the "right fit". Support your decision by describing the thought process that lead up to your decision.