Reference no: EM133892929

Part One:

First - pretend you're a Human Resource recruitment specialist and you are selecting candidates to interview for a position. What selection method options are there to choose from? What are your considerations as you determine who to select for the interview? (Ch 6). Your post should be a minimum of 200 words. Be sure to include any source(s) you use at the bottom of your post.

Part Two:

Then respond to each posts below in at at least 100 words in length and may express agreement and explain why or express a disagreement and explain why and/or provide additional information to support the discussion.

POST 1 - Traditional onboarding involves watching films, learning about company policies, signing up for things, and filling out paperwork; but it doesn't have to be a tedious process for new recruits. It might be challenging to optimize your onboarding procedure, especially if the team is small. However, making a strong first impression on new hires and keeping top performers around may both be achieved with a straightforward, reliable on boarding method. If I was responsible for the onboarding process, I would keep it personal to reduce first-day nervousness. For example, I would have someone personally politely greet them and accompany them from the door into the office, introduce them with their team, encourage coworkers to introduce themselves, try my best to get their workspace prepared before they come, and familiarize them the workplace such as showing the break room, restroom etc. Although these duties may seem insignificant, they will show your new hire that they are welcome and appreciated in their new office and position.

POST 2 - Diversity training is a helpful took when you are trying to get employees motivated to learn new skills or task. I am a part of the safety committee for my department within our utility company, one way I am able to get employees to participate in our safety surveys is by incentives. We give away new hats and also ten-dollar gift cards to certain fast-food restaurants. With in this program, we have created a training program that is easy to follow and quick to the point. I have discovered that this helps keep the guy's attention on the focal points of my presentation. I also open the floor for any discussions, allowing the men and women time to share a safety story on what went wrong and how it could have been prevented. Being a part of a utility company, bad accidents do occur. Our men work with hot items and large equipment, so we are very detailed and persistent with our trainings and safety regulations being up to date and always be sure they are looking out for one another.