Employment Tests, Simulations, and Assessment Centers
As the Staffing Director of a large organization, you are required to create a staffing plan to recruit and select the best candidates. You are facing a two-fold challenge: (1) identifying candidate sourcing areas (i.e., LinkedIn, advertisements, other social media) and (2) determining appropriate assessment tests to use to measure candidate growth and performance potential. Choose your current job, a job you’ve had previously, or a job that you are familiar with. Then, in your presentation, discuss the following points.
Creative and innovative strategies that can be employed, which
are specific to your organization and industry, to recruit and
Select a position that your organization might need to fill. Explain what screening techniques (2-3) can be used for that specific position.
Justify the benefits and drawbacks of the selected screening techniques, as well as legal considerations that organizations must consider before utilizing certain screening techniques/assessments.
Develop a 12-slide presentation, not including the title
and reference pages, which are required.
You must include a minimum of two paragraphs of notes, within the speaker’s note section, to enhance your slide and prevent clutter, realizing this is a slide presentation for leadership.
Your presentation must be properly cited and formatted according to the APA Format.
Include a formal references page. This is an individual paper; however, you should reflect on our discussion forums and incorporate ideas from there, as appropriate.
You must support your analysis with at least 3-4 scholarly references and can include resources from this course.
You cannot use Wikipedia. For this assignment, a credible source is defined as:
A scholarly or peer-reviewed journal article.
A government-based website or publication.
A trade or industry journal article, publication, or website, including those from trade organizations such as SHRM.org and TD.org.
References used in lecture:
Brin, D. W. (2018). Recruit globally. HRMagazine, 63(5), 40-45.
Gostick, A., & Elton, C. (2009). The carrot principle: How the best managers use recognition to engage their people, retain talent, and accelerate performance. New York, NY: Simon & Schuster.
Read pages 52-78.
Patterson, K., Switzler, A., Grenny, J., & McMillan, R. (2011). Crucial conversations: Tools for talking when the stakes are high. New York, NY: McGraw Hill.
Read pages 73-102
Saros-Rogobete, M., & Sav, A. G. (2016). Research regarding the social media recruitment tools in Romania. Informática Económica, 20(2), 56-66.
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