Job Applicants

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.