Course Project.. I attached previous paper for guidance along with evaluaiton that is needed for this week

Running head: RECRUITING A RECEPTIONIST

RECRUITING A RECEPTIONIST 2

In wanting to perform the perfect job analysis certain steps should be followed and corresponding information should be determined. In researching for the position of Human Resource Administrator/receptionist position, I found that O-net online has content modeled that was very useful. It shows that every occupation requires a combination of abilities, skills, and knowledge. No matter what the position there are task that are to be completed. In doing a complete and accurate job analysis these task and abilities can be matched up for a successful candidate.

A Receptionist is needed to ensure that highest standards of hospitality are welcome and demonstrated at all times on front desk in the office. The key responsibilities will include check in and checkout of guests, messaging, billing and guest associations. Receptionist needs to have a good knowledge of the office’s facilities and services and pass this information on to the guest whenever the opportunity occurs, in order to capitalize on company sales (Gatewood et al, 2008).

Catano (2009) affirms that HR job descriptions differ by size, structure and location of the organization. In large businesses, in big cities, HR support might have detailed duties, but tend to have administrative responsibilities in minor organizations. Recruitment of and training of candidates to the expectation of the organization are the duties of the HR assistant (Catano 2009).

To do a full spectrum of any position there should be research of the job itself. There are various ways to attain this information. Surveys, questionnaire, and interviews are an excellent resource to assess the responsibilities, time used on occupation related assignment. Job observation and or shadowing ought to be fulfilled. If there are extra related position within the company, these should be looked at to determine if similar duties. The person or persons currently performing these jobs should be interviewed a long with their supervisors to give different perspectives of the duties and responsibilities in the position. This is where firsthand knowledge of the work conditions and environment can be determined also. The analysis itself is the process of determining what is done on a particular job along with the skills and qualification required to do the job. This same information is necessary in searching for the most qualified candidate for this position (Aamodt 2013).

According to Schmitt (1998), a successful Receptionist candidate must be able to demonstrate that they can multi-task efficiently, be constructive and enthusiastic in his/her personality and have an excellent telephone conduct. A successful receptionist will also preferably have previous experience of working in a receptionist role ideally within an office environment. Earlier understanding on use of Opera Fidelio or another office PMS system is advantageous (Schmitt et al, 1998).

In doing my analysis for Human Resources Receptionist/administrator I had to first determine what is the actual job or need of the department. There are three essential questions that should be asked. 1. What need to be done? In other words what are the actual job duties? 2. What are the conditions of the job? 3. What are the skills necessary and qualification needed to perform the job.

Once this information is collected a proper and accurate job description can be completed. The full spectrum of this position can be listed in the job description ensuring that the right candidate can be hire/placed in the position.

Reference

Aamodt, M. G. (2013). Industrial/organizational psychology: An applied approach. Belmont, CA: Wadsworth, Cengage Learning.

Catano, V. M. (2009). Recruitment and selection in Canada. Toronto: Nelson Education.

Gatewood, R. D., Feild, H. S., & Barrick, M. R. (2008). Human resource selection. Mason, Ohio: Thomson/South-Western.

Schmitt, N., & Chan, D. (1998). Personnel selection: A theoretical approach. Thousand Oaks, Calif: Sage Publ.