HR Leadership: Job Ads
1)Referring directly to the answer the case study gave; the department head and/or associated section supervisors/leads would be my best source to start. These individuals are the ones looking for the new hire, know what the position truly entails and what skills the employee must have. They would be able to review any previous position description and identify any glaring changes that needed to be made. Fellow HR pros in my organization, be it same location or different offices, cities, branches, etc could be another resource. I would be asking for assistance from my coworkers as well. There is no reason to reinvent the wheel, especially when there are knowledgeable persons all around me. I’ll be asking for examples, job aides, starting points, and any must know/never do type of things. This is a great way to collect info and build continuity books which I love having on hand. I’m also asking at least one coworker to critiquing what I have completed.
I personally am looking for different things when looking at a job description and/or advertisement. The things I care most about are training and career advancement opportunities, what is the job actually doing and who or why the company is “working for”. I’m at the point in my life where I work because I love what I do and I’m only working for a company that is going to value me as much as I do and am going to provide for the organization.
On the flipside of this, I think the sections that would get the most qualified applicants to be interested would be compensation, benefits and detailed job requirements. (Newgard, 2023) What can the organization provide for the specific people we’re looking for? I don’t want to waste your time (or mine) as much as you don’t want your time wasted.
2)To take a more collaborative approach when creating ad, I would consider the input of the employees who already in the department or position of what the company is seeking. At face value, an HR specialist would know what it would take to complete the tasks needed, but someone who is actually doing it would offer another perspective and make for a much more thorough job ad.
In my opinion, I feel that the more detailed the job ad, the more interest garnered from qualified applicants. This means including everything—a brief synopsis of the organization’s history, the job title, job description, the KSA(s) needed to complete said job, the pay rate, the benefits, and the location of the job site. Providing all of these details upfront makes an organization seem more transparent and considerate, as applicants are aware of what is expected of them and vice versa before deciding to apply for the position. In addition to that, it simply saves everyone involved the time and effort.
According to LinkedIn (2023), when it comes to implementing collaborative practices for job design and analysis, you want to analyze the both the internal and external environment. This means considering employee feedback and performance, but also looking at the industry trends when it comes to the competition and the customers. When all information is gathered from this research, the next step would be to review it—this would result in determining validity, reliability, and relevance as it pertains to the job (LinkedIn, 2023). Additionally, you should consider the best practices used with others in your field and through experimentation with your own staff, you’ll get insight on what works best. The best practice would ultimately depend on the results gathered after implementing them so, it’s imperative to have something in place that will monitor and record performance.
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