Question 1: Recruitment Guide for Sales Associate Question 2 Describe the best “targets” for your recruiting efforts by considering the job and organizational context. Evaluate the various methods of recruiting in terms of whether they seem more like “open” or “targeted” recruiting, using the information in the book to help you make this decision. If some methods seem more “targeted”, who do you think they target? The best “targets” for the position of sales associate would be high school students, college students, high school graduates that have not continued their education, people looking for supplemental income by working a second job, and retired individuals that are re-entering the work force. These types of employees are willing to “start at the bottom” and accept the starting wages of the sales associate position.
While candidates are otherwise qualified they don’t possess the skills to maintain good customer service and problem solving skills necessary to effectively work in retail. Using the ranking method, finalist are ordered from the most desirable to the least desirable based on results of discretional assessments, hiring managers have a higher probability of choosing the most qualified candidate. (Heneman & Judge p. 554) Managerial focus groups should focus on eliminating the time laps between the application and the offer of employment as these is eliminating qualified
When a company requires a person to fill a job they could have an open position for they will seek the best person for the job. If this entails a certain level of education or a certain skill the company will have to assign a higher rate of pay. A job that does not require a high level of education will allow for a lower rate of pay. Even though the internally consistent compensation system can be a wonderful thing to add into any company it can pose a big challenge to the companies competitiveness. This system that is founded on the job analysis has lead to a formal structure job descriptions which is how the pay scale the company uses is put in place.
By hiring yourself the company would be more familiar with current and past experiences the company has faced with different staffing situations and they would be able to improve on any mistakes they may have had. Tanglewood could choose to outsource in a few situations. (Outsourcing involves the use of outside organizations to recruit and select employees). In the beginning, with a lack of professional human
Jobs that have specific qualifications or task that are defined should be a Person/Job Match. Jobs that are poorly defined should be a Person/Organization Match, that is matched with the vision of the company. Having specific knowledge, skills, and abilities is needed for some jobs but the greater needs for the company would follow a more general path. Having a general skill set such as flexibility, ability to learn, and communication skills will enable your department to place employees across a variety of jobs and develop their more specific talents as the company has needs. While any company wants to employ exceptionally quality minded employees they are also faced with the fact that they are less experienced than the acceptable quality workforce.
This means that companies will often omit negative aspects of the position from job postings in order to avoid scaring off applicants. If a company is to compete with these other companies that hide negative aspects of the position to be filled they must make their job postings competitive. An argument for using realistic recruiting policies is that trapping employees or “springing the bad news” on them after they are hired will no doubt raise the cost of retention. As employees find out the entirety of their job after they are hired many of them will no longer see the position as an opportunity and may soon begin searching for new
The information gathered about job applicants is reviewed and the most appropriate applicant is chosen. The more effective the selection process, the more likely it is that the best possible candidate will be selected. There a variety of ways Mary can decide to do her selection process for example: interviews, application forms, psychological evaluation, or online or written tests. It is recommended that Mary uses the interview or the group interview format. This is because Mary is only required three staff and an interview is more personal therefore Mary can get an insight of the applicant’s personality, and see if he/she is suitable for the job.
The recruiting process is important to growing a business because it seeks out the right candidates as opposed to waiting for job applicants to come to you. There are various ways to recruit the right candidates. For one, Mr. Stonefield
Please comment. (graded) a) How can sales managers use the recruiting process to ensure that the salespeople that are hired are good team players? b) What kinds of questions can be asked in the interview to test if a candidate has strong teamwork skills and experience? c) What are some of the problems associated with poorly-executed recruitment and selection of sales people? MKTG 420 Week 4 DQ 2 Training The first and most important step in designing a sales training program is the assessment of training needs, which provides the starting point for setting training goals and designing the program.
It shows that the introverted individual come up with a plan before acting, needing time to think things through. Employers have found personality testing to be a great tool in determining whether or not an individual have what it takes to be successful on the job with interaction and interpersonal communication with others. Even though the pre-employment personality test is a good ideal, it does have the potential to produce problems. One of the problems would occur when a potential candidate tries to cheat the system by answering the question in a way to make the employer feel they are the best one for the job. This type of answering would be using a hypothetical method.