OMM618 HOME WORK HELP DISCUSSION BOARD 2

Questions/Business/ManagementOMM618 HOME WORK HELP DISCUSSION BOARD 2
1. List at least three jobs and research the organizations’ recruiting practices. The jobs could be positions you have held or of those you want to hold. In your post, address the following questions: • How were you recruited for each position (or how is the typical employee recruited)? • From the organization’s perspective, what are the pros and cons of recruiting through these methods?
Your initial post should include at least two outside sources to support your response. Respond to at least two of classmates’ posts.
2. Some organizations set up a selection process that is long and complex. In some people’s opinion, this kind of selection process is not only more valid but also has symbolic value. In your post, address the following questions: • What can the use of a long complex selection process symbolize to job seekers? • How do you think this would affect the organization’s ability to attract the best employees?
Your initial post should include at least two outside sources to support your response. Respond to at least two of your classmates’ posts. 200 words minimum for each question.

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fornicolaA 567 TUTOR Posted 1066. Sold 1187. Bought 4. Asked 7. Solution preview:
* List at least three jobs and research the organizations’ recruiting practices *** **** ***** ** positions *** **** **** ** ** ***** *** **** ** **** ** **** ***** ******* *** following questions *** *** **** *** recruited *** **** ******** *** *** ** *** ******* ******** recruited)? *** **** *** organization’s perspective, **** *** *** **** *** **** ** recruiting ******* ***** ******** **** ******* **** ****** ******* ** ***** *** ******* ******* ** ******* **** ******** ******* ** ** ***** *** ** classmates’ ***** * **** organizations *** ** * selection ******* **** ** **** *** **** ** **** people’s ******** **** **** ** selection ******* ** *** **** **** ***** *** **** *** ******** ***** ** **** ***** ******* *** following questions *** **** *** *** *** ** * **** **** selection ******* symbolize ** *** ******** *** *** ** *** ***** **** ***** ****** *** organization’s ******* ** ******* *** **** employees?

Attachments
discussion 1.docx
Pros and Cons of recruitment process
List at least three jobs and research the organizations’ recruiting practices *** **** ***** ** positions *** **** **** ** ** ***** *** **** ** **** ** **** ***** ******* *** following questions
****** **** *** recruited *** **** ******** *** *** ** *** ******* ******** recruited)? ******* *** organization’s perspective, **** *** *** **** *** **** ** recruiting ******* ***** ********
**** ******* **** ****** ******* ** ***** *** ******* ******* ** ******* **** ******** ******* ** ** ***** *** ** classmates’ *****
*** organization ***** *** ******* positions **** ****** Engineer, ******* ******** ***** ******** Executive *** **** **** ****** Engineers *** generally ******* ** individuals **** **** **** experience *** ***** ****** ******* engineers *** **** **** *** ******** *** ******** experience *** **** ** *** candidate *** recruitment ******* ** ****** ** ******* ** ***** positions *** *** ***** ***** ** *** ******** fulfillment ***** *** candidate *** ** ******* *** ******** **** **** **** forwarded ** *** ****** organization *** ****** ***** ** *** ******* **** ***** analytical, reasoning *** ******** ****** ** *** candidate ** ****** *** ***** ***** ** ***** discussion ***** *** ****** ******** knowledge *** leadership ****** ** *** candidate *** evaluated *** ***** ***** ** ******** interview ***** ***** technical ****** *** *** **** ****** *** evaluateddiscussion 2.docx
Recruitment Process
Some organizations set up a selection process that is long a** **** ** **** people’s ******** **** **** ** selection ******* ** *** **** **** ***** *** **** *** ******** ***** ** **** ***** ******* *** following questions ******* *** *** *** ** * **** **** selection ******* symbolize ** *** ******** ****** ** *** ***** **** ***** ****** *** organization’s ******* ** ******* *** **** employees?
**** *** *** *** ** * **** **** selection ******* Symbolize ** *** ********
* **** *** **** selection ******* symbolize **** *** **** **** *** organization ** recruiting *** ** ***** important ******* *** * ****** ******** **** ** ** organization *** ******** ** *** recruitment ******* ****** *** ** *** **** *** **** *** ******* ** *** ******* *** **** important ** *** **** *** ******* ****** ** ***** ** *** ****** selection ******* ******* **** **** ** ******* **** *** ****** **** *** **** ** **** **** *** ******** *** *** organization * **** *** **** ******* **** **** **** ** extracting *** **** candidates **** *** ****
*** ** *** ***** **** ***** ****** *** organization’s ******* ** ******* *** **** employees?Price: $20.00

BestSolutionMasterA 397 TUTOR Posted 934. Sold 839. Bought 3. Asked 8. Solution preview:

Attachments
Discussion – 2 questions.doc
* For the most part, the recruitment of a sales manager is exorbitant and tediou* **** organization ***** procuring *** *** ******** ***** ** ** * ***** ****** ******* Frequently ***** representatives *** ***** ******** *** ******** ******* ** unpredictable procedure ** ******** *** ***** *** **** ******* ** marketing ******** ******** *** **** *** *** ******** ** *** **** ** ***** ******* * concentration perplexing arrangement ** ******** *** ***** ******** recruitment ** ** ******** financially ***** ******** *** *** *** situation *** ******** ****** *** ******* **** ** ******** ** **** *** ******* ******** recruitment basically concentrates ** ******* ** ** ** ****** *** ******* **** *** ****** individuals ******* Regularly ***** *** organizations **** ******** applications **** ******* ******** *** government sanctioned ***** ** ****** *** ***** individuals ****** ** dependably ** procuring *** ******* individual *** *** *** *** ****** *** **** *** ******* *** ******* *** *** ******** publicized
Organizations concentrate ** distinctive ****** **** ******** Basically organizations *** organized ******** ** ****** *** ***** contender *** ***** organization ***** * *** spotlight ** employing ****** individuals, * *** spotlight ** contracting experienced ******** * *** organizations additionally concentrate ** enlisting *** ******* population **** *** ***** ***** ** **** *** *** ***** *** authoritative ******* *** recruitment regularly ****** **** ******** * differing **** ** potential applicants ***** *** **** *** ** ****** *** **** ******** individual ***** **** Notwithstanding, preceding *** ******* ** extensive ****** ** organizations **** *** possibility *** *** *** abilities ****** ** ******* *** employment *** **** ** ** **** ****** ******* *** *** enlisting ** * ** supervisor * ******* ** applicable ******** ** **** ****** ******* *** ******* *** ******** ** *** ***** ***** ******* foundation *** reference ****** *** additionally ** ** performed preceding selecting *** ******* ** **** *** *** *** *** *** ******** **** *** **** publicized ***** organizations *** searching *** *** **** ******** *** ***** ******* frequently **** ** ***** **** unpredictable *** ******* * ******* ***** ** ****** ******* *** ***** important ***** *** ****** ****** ** *** ** ****** *** *** employment ******** *** * ***** ****** ****** *** **** ***** ****** ***** authorized ***** *** ******** ** **** *** contender *** *** ***** ** important specialized aptitudes ****** ** ******* *** employment *** ***** positions **** ***** ****** ** arrangement ** specialized *** interpersonal aptitudes *** effective achievement ***** **** ** ***** ****** ******
References
******** * * ****** Recruitment ******* *** ******** *** Publishing *******
* **** *** **** selection procedures *** regularly ******** ** * **** ** *** ******** ** requesting ******* **** ******** *** ******** **** *** undertakings *** ** **** obligation *** *** exceedingly requesting Ordinarily, ** ** ******* *** ******* *** employment investigation **** *** requesting * particular *** *** ** ** ***** distinguish *** ******* prerequisites *** ** *** ***** **** **** *** perplexing, **** ****** ******** techniques *** ******** **** ** ****** *** ***** ******* ** additionally *** * symbolical intending ** *** *** ******* * *** ****** ***** *** *** **** **** ******* **** ** ** * **** ******** employment requesting ******** ***** ** aptitudes *** capacities ***** **** ** regularly **** **** *** ******** ** ** **** generously ******** employments ******** organizations ****** ** ******* * *** ****** ** ******** **** ******* questioners ** ** ** **** * *** ***** ***** ** *** applicants’ aptitudes *** ******** **** ** additionally **** ** *** ** * ******** assessment ** *** candidates **** different ****** ** **** Regularly **** organizations **** ****** *** ***** ******* **** ******** ** ******* *** ***** representatives ***** ***** ****** **** determination procedures *** ******** symbolical **** *** organization ** * noteworthy *** **** ** ******* ******** ****** ********
**** ******** influences *** manager’s ******** ** ****** *** **** ******** emphatically *** organizations *** ***** * representative **** different viewpoints ****** procuring *** *** *** ******** ** ******** ***** ****** *** aptitudes *** additionally ******** ** *** ****** ** ***** ******* ** ***** **** *** ******** ** ******* ** *** workplace *** ** *** ***** **** ** ***** *** **** *** association’s *** ** **** Regularly ** ** unrealistic ** ****** * representative ******* ** **** *** ***** ** ******* ** ******* **** *** **** ** ***** **** ** indicated ** **** ** ** ***** ** ******* **** ******* ** ******** ** **** *** individual **** *** ***** arrangement ** demeanor, aptitudes *** capacities *** ** ******* *** ******** *** ******* *** ******** *** **** ******** *** **** procedures ** ****** ** ***** ** ****** ** ******* ******* ***** * ******* ***** ** ** ** demonstrate *** ***** *** substantial organizations ***** ** ** discriminating ** ******** *** **** ******* ****** **** **** *** **** procedures *** ** **** **** *** opportune individual **** ***** *** ***** Organizations **** ****** *** * **** ****** ** **** *** **** *** ***** opportunity *** **** procedures *** ** ******* **** *** ****** **** **** discovering *** **** individual ** *** ***** *****
ReferencesSeller has stop selling this tutorial to prevent plagarism. Please message tutor above to get the latest work.

VINAllInOneA 54 TUTOR Posted 128. Sold 129. Solution preview:
*** interviews, automated ****** screening *** ****** *** simulations regarding *** *** ******* abilities *** ****** *** *** ******* **** ** ******* *** **** **** ******* *** ** ******* ** *** *** interview

Attachments
WORK HELP DISCUSSION BOARD.docx
INSTRUCTOR’S NAME
MONTH DAY, YEAR
QUESTION NO *
How were you recruited for eac* ******** *** *** ** *** ******* ******** recruited)?
*** interviews, automated ****** screening *** ****** *** simulations regarding *** *** ******* abilities *** ****** *** *** ******* **** ** ******* *** ****
**** ******* *** ** ******* ** *** *** interview ***** ******* *** advertising *** **** *** *** ****** **** ** ****** *** ** ***** ****** * **** ** ***** **** *** interview ** conducted Candidates *** ** ****** *** ****** ** *** *** qualification *** necessary experiences *** *** appropriate *** ******** * Williams, ***** ** *** **** ***** ****** *** interview *** ***** ****** ******** *** ***** ** *** interview ****** ** ***** ** **** ** **** ** **** discussion
**** *** *** **** *** **** ** recruiting ******* ***** ********
*** **** ** ***** ******* *** ***** ***** ** * **** ** ****** ***** ***** ****** **** ******** **** ** ****** leadership ** ***** *** ***** ***** ** **** **** motivation *** ** expected, *** *** ***** ***** ******** ***** ******* *** **** *** appropriate *** *** **** Inexperienced ***** *** *** **** ** ******** ** *** ******* **** **** **** ******* ***** *** **** ***** Transferrable ****** *** **** **** essential ** today’s ***** (Thompson * ******* *****
*** **** ** ***** processes *** ** *** ** ****** *** **** ******* ** *** **** ****** *** ******** ******* ***** **** **** ** ***** *** recruits, difficult ** ****** *** ******** expertise
REFERENCES
* ******** * * Williams, * ****** ***** ******** Management ****** ****** ***** ******* * ***** * ****** ******** ** *** ***** ** ******** selection
* Thompson, * * ******* * ******* **** Organizations * ******** approach, *** ** Basingstoke ******** Macmillan ** ******* ** ******** ******** *** Tasks’, *** ******* **** * ******** perspective ** *** ****** ** *** ** ****** others’ attributes *** *** **** perceptions *** **** ** ******** selection?
******** ** *
**** *** *** *** ** * **** **** selection ******* symbolize ** *** ********
***** ** *** **** *** **** selection ******* *** ** **** **** ** ***** ** *** ***** selection ******* ******* ** *** ******** ** *** ******* **** ******** ******* ** *** candidates ***** ** *** *** candidates *** *** ** **** ****** *** ** ***** ****** ** ***** ******* **** ****** doesn’t ******** ******* *** ******* *** organization *** **** **** * **** ****** ** ******* *** productivity *** ****** ***** ****** *** **** **** *** *** candidates obviously *** ** *** *** ****** ** **** ****** ******* ** *** **** **** **** ******** **** *** selection procedure (Reichheld, ***** Obviously, ** ** *** **** *** ******** ******** ******* *** *****
*** ** *** ***** **** ***** ****** *** organization’s ******* ** ******* *** **** employees?
*** **** *** **** procedure ** selection ** obviously *** *** ***** ******* ** **** *** **** employees *** **** employees *** **** ******* ** ***** qualities; ** ***** **** *** ** ****** ***** **** ** *** selection ******* *** ** **** ******* *** **** ******** *** ***** ****** **** **** **** (O’Malley, ***** ******* **** **** ***** ** ** ***** **** ** **** **** ****** ******* doesn’t ******* *** ******* ** *** ******** ****** **** *** ** ******** ** *** ***** ****** ******* ** ***** ****** ******** *** ******* *** **** ******* ** ****** obviously *** **** *** ****
REFERENCESPrice: $18.00

Math_Acct_EssayF 8
STUDENT Posted 102. Sold 29. Bought 2. Solution preview:

Attachments
recruitment_SA.docx
Recruitment
Generally, the recruitment of a sales manager is costly and time con****** ***** **** ***** ****** *** *** ***** ***** ** extremely cautiousTherefore, **** ***** ***** ****** *** ***** ******** *** recruited ******* * **** ******* ** interviews *** ***** *** **** ******* ** marketing ******** **** *** **** *** *** recruited ***** ***** ******* * **** *** ** interviews *** ***** **** *** recruited **** internally *** externally ******** recruitment ** * ***** **** effective ****** *** ** *** **** *** ******** resources *** ****** **** ** **** ** **** *** vacancies ******** recruitment ****** ******* ** expanding *** ****** **** ** ******* *** ******** ****** ******* **** ***** ***** *** ****** **** ******** applications **** *** interviews *** standardized ***** ** ****** *** ***** ****** ***** ** ****** ** ****** *** ***** ****** *** *** *** *** **** *** **** *** ******* *** candidate *** *** ******** advertised (boundless, ***
Companies ***** ** different ****** ****** interviews ****** ****** *** structured interviews ** ****** *** ***** candidates *** ***** **** ***** **** ***** ** ****** ******* ******* **** ***** ** ****** experienced candidates **** ****** **** ***** ** ****** *** ****** **** *** ***** ******** *** *** ***** *** organizational ******* *** recruitment **** ***** ****** **** assembling * ******* **** ** potential candidates ***** *** **** interviewed ** **** *** **** ******** ****** ***** **** ******** ***** ** *** interview * ***** ****** ** ****** **** *** candidates *** *** *** ****** ******** ** ******* *** *** *** **** ** ******** ******* *** *** ****** ** * ** ******* * **** ** ******** ******** ** ******* ***** ** ******* *** interviewing *** candidates ******** * ****** ** background *** reference ****** *** **** ** ** performed ***** ** selecting *** candidate ******* *** *** *** *** *** ******** **** *** **** advertised ***** ****** *** ******* *** *** **** candidate, *** ****** ******* ***** ***** *** ** ** ***** **** *** **** consuming * candidate *** ** **** ******* *** ***** necessary ***** *** ****** ****** ** *** ** ******** *** *** *** Interviews *** ** important **** ** *** ******* ** selection Standardized ***** *** ******** ** **** *** candidates *** *** ***** ** necessary technical ****** ******** ** ******* *** *** *** ***** positions mentioned ***** ******* * *** ** technical *** interpersonal ****** *** successful acplishment ***** **** ** ** ****** ***** ** selection
**** *** **** selection processes *** **** ***** **** ** *** **** ** demanding tasks(MU, *** **** ******* *** **** **** *** ***** *** ** **** **** responsibility *** *** ****** demanding ******** ** ** ***** *** ******* *** *** ******** **** *** demanding * ******** *** *** ** ** ***** ******** *** ***** requirements *** ** **** *** ***** **** ****** *** ******* *** **** **** ** ****** *** ***** candidate ** **** *** * symbolical ******* ** *** *** ******* * *** ****** ***** generally understand **** ** ** * **** *** demanding **** **** ***** ** ****** *** abilities ***** **** ** **** ***** **** **** *** ******** ** ** ***** **** **** **** **** ****** ****** ** *** ******* ****** ** interviews **** different interviewers ** ***** ** ******** ******* additional ******* ** *** candidates’ ****** *** personality **** ** **** **** ** ******* * well-rounded ******* ** *** applicants **** ******* perspectives ***** *** ****** **** ****** *** ***** *** **** ******* ** **** *** ***** employees *** **** selection processes *** **** symbolical **** *** **** ** * ***** *** **** ** impressive ****** ********
**** **** ******* *** ******* ** *** employers ** **** *** **** candidates positively *** ****** *** ***** ** ******** **** ******* perspectives ****** ****** *** *** *** position(Boundless, *** ** **** ***** ******** *** ****** ** **** ** ******** ** *** ******** ** *** ** ** ***** ** **** ** ******* ** *** **** environment *** ** ** ***** *** **** *** organization’s ******* **** ***** ** ** *** ******** ** ******** ** ******** ***** ** **** *** ***** ** interview ** ******* **** *** **** ** **** ** **** imperative ** ******* **** ****** ** interviews ** **** *** ****** **** *** ***** *** ** attitude, ****** *** abilities *** **** ******* *** ******* *** ***** *** ******** *** **** *** **** processes ** selection *** ** ****** ** ****** ******* ***** * candidate *** ** **** ** ***** *** ***** *** ***** ****** ***** ** ** ******** ** **** *** **** ******** individuals **** **** *** **** processes *** ** **** *** *** ***** ****** **** ***** *** ***** Companies **** ****** ******* thousands ** applications *** ***** ****** ******* *** **** processes *** ** ***** ****** *** **** **** **** *** **** ****** ** *** ****** *****
References
Recruiting *** Selecting Salespeople (nd)In Boundless Retrieved ******** *** ***** **** Price: $15.00

SirVictorF 2
TUTOR Posted 548. Sold 43. Bought 13. Asked 2. Solution preview:

Attachments
recruitment of HR, sales and marketing managers.docx
Organizations’ recruiting practices *
Date of submission
Generally, the recruit**** ** * ***** ******* ** ****** *** **** consuming ***** **** ***** ****** *** *** ***** ***** ** extremely cautiousTherefore, **** ***** ***** ****** *** ***** ******** *** recruited ******* * **** ******* ** interviews *** ***** *** **** ******* ** marketing ******** **** *** **** *** *** recruited ***** ***** ******* * **** *** ** interviews *** ***** **** *** recruited **** internally *** externally ******** recruitment ** * ***** **** effective ****** *** ** *** **** *** ******** resources *** ****** **** ** **** ** **** *** vacancies ******** recruitment ****** ******* ** expanding *** ****** **** ** ******* *** ******** ****** ******* **** ***** ***** *** ****** **** ******** applications **** *** interviews *** standardized ***** ** ****** *** ***** ****** ***** ** ****** ** ****** *** ***** ****** *** *** *** *** **** *** **** *** ******* *** candidate *** *** ******** advertised (boundless, ***
Companies ***** ** different ****** ****** interviews ****** ****** *** structured interviews ** ****** *** ***** candidates *** ***** **** ***** **** ***** ** ****** ******* ******* **** ***** ** ****** experienced candidates **** ****** **** ***** ** ****** *** ****** **** *** ***** ******** *** *** ***** *** organizational ******* *** recruitment **** ***** ****** **** assembling * ******* **** ** potential candidates ***** *** **** interviewed ** **** *** **** ******** ****** ***** **** ******** ***** ** *** interview * ***** ****** ** ****** **** *** candidates *** *** *** ****** ******** ** ******* *** *** *** **** ** ******** ******* *** *** ****** ** * ** ******* * **** ** ******** ******** ** ******* ***** ** ******* *** interviewing *** candidates ******** * ****** ** background *** reference ****** *** **** ** ** performed ***** ** selecting *** candidate ******* *** *** *** *** *** ******** **** *** **** advertised ***** ****** *** ******* *** *** **** candidate, *** ****** ******* ***** ***** *** ** ** ***** **** *** **** consuming * candidate *** ** **** ******* *** ***** necessary ***** *** ****** ****** ** *** ** ******** *** *** *** Interviews *** ** important **** ** *** ******* ** selection Standardized ***** *** ******** ** **** *** candidates *** *** ***** ** necessary technical ****** ******** ** ******* *** *** *** ***** positions mentioned ***** ******* * *** ** technical *** interpersonal ****** *** successful acplishment ***** **** ** ** ****** ***** ** selection
**** *** **** selection processes *** **** ***** **** ** *** **** ** demanding tasks(MU, *** **** ******* *** **** **** *** ***** *** ** **** **** responsibility *** *** ****** demanding ******** ** ** ***** *** ******* *** *** ******** **** *** demanding * ******** *** *** ** ** ***** ******** *** ***** requirements *** ** **** *** ***** **** ****** *** ******* *** **** **** ** ****** *** ***** candidate ** **** *** * symbolical ******* ** *** *** ******* * *** ****** ***** generally understand **** ** ** * **** *** demanding **** **** ***** ** ****** *** abilities ***** **** ** **** ***** **** **** *** ******** ** ** ***** **** **** **** **** ****** ****** ** *** ******* ****** ** interviews **** different interviewers ** ***** ** ******** ******* additional ******* ** *** candidates’ ****** *** personality **** ** **** **** ** ******* * well-rounded ******* ** *** applicants **** ******* perspectives ***** *** ****** **** ****** *** ***** *** **** ******* ** **** *** ***** employees *** **** selection processes *** **** symbolical **** *** **** ** * ***** *** **** ** impressive ****** ********
**** **** ******* *** ******* ** *** employers ** **** *** **** candidates positively *** ****** *** ***** ** ******** **** ******* perspectives ****** ****** *** *** *** position(Boundless, *** ** **** ***** ******** *** ****** ** **** ** ******** ** *** ******** ** *** ** ** ***** ** **** ** ******* ** *** **** environment *** ** ** ***** *** **** *** organization’s ******* **** ***** ** ** *** ******** ** ******** ** ******** ***** ** **** *** ***** ** interview ** ******* **** *** **** ** **** ** **** imperative ** ******* **** ****** ** interviews ** **** *** ****** **** *** ***** *** ** attitude, ****** *** abilities *** **** ******* *** ******* *** ***** *** ******** *** **** *** **** processes ** selection *** ** ****** ** ****** ******* ***** * candidate *** ** **** ** ***** *** ***** *** ***** ****** ***** ** ** ******** ** **** *** **** ******** individuals **** **** *** **** processes *** ** **** *** *** ***** ****** **** ***** *** ***** Companies **** ****** ******* thousands ** applications *** ***** ****** ******* *** **** processes *** ** ***** ****** *** **** **** **** *** **** ****** ** *** ****** *****
References
Recruiting *** Selecting Salespeople (nd)In Boundless Retrieved ******** *** ***** **** Price: $20.50

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