The first article I found is by David Lewis 2013, and he explains the importance of a well-written job posting. Lewis explains that one of the most important tools a company can have is a strong job posting. If the job posting is written wrong, then a company is looking at consequences of longer then usual hire times and negative effects on daily business. On the other hand if a job posting is written correctly, then a company will save time and money. Lewis provides some tips that he believes to be crucial when writing a job post to attract top talent. His first tip is that you need to treat a job posting as a sales document or a marketing strategy. Lewis explains that more often then not, job postings are just thrown together without any thought as to the competitiveness of the job market and incentives prospective candidates are looking for. When candidates see these thrown together job postings, they tend to think the company has thrown together business strategies or an unorganized environment. Furthermore, some companies believe that the shorter the job posting, the better. This strategy was fine when companies had to pay per letter to post a job posting. This is no longer the case. Therefore, it is important to not have a short or thrown together job posting. Instead Lewis explains that a good job posting will have the following included. The first is an explanation of who the company is, their history, the business, and any other selling points about the company. The second area to include is the title of the role and a list of key responsibilities the candidate would possess. The third area to include is a list of requirements that focus around past experiences, schooling, skills, core competencies, and attitude. The fourth area to include is the company’s benefits, compensation, perks, and culture. Some examples of these are casual wear, a cafeteria, in house day-care, flex work, telecommuting, and so forth. The last or the closing area should include how to apply to the company and what information must be provided. Lewis also warns that there are a couple of legal issues to be aware of in order to avoid them. One is to be mindful and careful about implied age discrimination, which may come from statements about maximum years of experience. For example, on job postings companies may be required three to five years experience needed. Instead, it is more politically correct to say three plus years in the job posting. Also, focus the job description around the nature of the role and responsibilities instead of the number of years of experience desired. Another point that Lewis explains to be mindful of is implying in the job description that someone needs to be physically able to perform tasks. A statement like that could imply that people who are not physically fit or handicapped are not welcome. An implied statement about physical fitness can lead to legal trouble. Lewis advised when in doubt, ask the human resource team to make sure that your job posting will not lead to legal trouble. Lewis explains that the above framework may seem like a lot, but all of his ideas do not translate into a long job post. Lewis actually warns that to lengthy of a job posting will cause readers to get lost or not apply. Therefore, be careful to not make the job posting to long. However by implementing all the strategies discussed in Lewis’s article, better candidates in a shorter amount of time will apply to your company (Lewis 2013). I would have to agree that Lewis provides very important points to include in a job description. When top performers are looking for jobs, there are a few factors that they know they want out of a company. For example, candidates starting their careers are look for companies that are group and idea oriented, that encourage going green, maybe have a gym in the building, and have opportunities to grow. On the other hand, more experienced candidates who have more experience in the job market will look…
Week 3: The Project - Background & History of
Broadcom Corp. (BRCM) & Avago Technologies (AVGO)
By: Andre Swift
What do your businesses have in common?
Broadcom Corp. and Avago Technologies are technological innovations companies. Both are leading designers, developers and global suppliers in their fields of specialty. Both are Fortune 500 companies and are traded on the NASDAQ.
How are the businesses different?
Broadcom Corp. is a global leader and innovator in semiconductor solutions…
This document of HRM 326 Week 2 Discussion Question 3 shows the solutions to the following problems:
What are the five dimensions of cultural differences? Which of these differences has the largest effect on employee behavior? Why?
Business - General Business
HRM 326 Entire course
HRM 326 Week 1 Organizational Focus and Goals
HRM 326 Week 2 Training Key Areas
HRM 326 Week 3 Needs Analysis
HRM 326 Week 4 Delivery Methods
HRM 326 Week 5 Professional…
The following is the information needed for the course project:
Students are required to obtain an annual report and 10-K form of two publicly held companies
(other than the two companies used for final exam) for two consecutive years to be used for the
2- Project Learning Objectives:The primary purpose of the project is to experience up-to-date “live” Financial Statements “in
their natural habitat.” For most users of financial statements, the natural habitat…
get a raise whether it is a dollar raise or half a dollar raise they need to feel appreciated. This of course can be modified if the company is not doing so well one year or by the size of the company. The next issue can be resolved by simply recognizing that an employee worked overtime and that they need to be paid fairly for that and not change their hours to reflect the hours on the next week just to get out of paying the extra money.…
Discussion of how knowledge gained from prior Acme store constructions projects will be applied to this project.
Acme has over 125 stores throughout the U.S. Which would mean that Acme has had a lot of practice at perfecting the construction projects for their stores. This would make it very wise to take all the knowledge gained from the construction of the U.S. stores and apply them to the Mexico location.
Acme should be using some of the same key players that were used in the success of developing…
1. How do information systems projects get started in organizations?
At the beginning of an information systems project, organizations create a systems development life cycle (SDLC) methodology that identifies a variety of phases of development for a project. The SDLC process begins with the “planning and selection” stage that typically involves someone having an idea for an information system and what it should do. The company would then make decisions based on the necessary resources required…
HRM599 HRM 599 Complete Course Week 1 to Week 11
Download Answer here
HRM 599 Week 1 Discussion
"Discovering HRM Under a New Lens" Please respond to the following:
* Think back to the time period when you started your MSHRM program at Strayer. Describe at…
Medical Leave Act, and the Drug-Free Workforce Act protect employees and employers, are targets of present-day court cases, require the HR department to manage employer-employee relationships, and facilitate the implementation of HR compliance policies. HRM teams are responsible for ensuring equal opportunity, fair medical benefits, and a safe work environment, professional growth, job security, and a secure workforce. HR policies compliant with the law ensure a favorable environment for all parties.…
School Of Management
TABLE OF CONTENTS
Title Page 1
Table of Contents 2
Recruitment Plan 3-4
Selection Method 5
Performance Evaluation 6-10
Literature Review 11-13
A. Online Recruiting – Majority of applicants are utilizing online methods when seeking employment…