Internet Recruiting Sites - Coursework Example

Internet Recruiting Sites Nowadays, recruitment through internet has become a common agenda due to its widespread implication, usage and advantages. It covers a broad pool of candidates from all over the world. The most renowned websites of internet recruiting include monster.com and careerbuilders.com. These sites not only offer variety of available positions but also provide tips for preparing effective résumé and CVs. Moreover, they provide training sessions and courses as well as salary calculator. A lot of tips related to career development, CVs, salaries and jobs are also posted on these sites. The sites also provide tips for fraud prevention as there are a lot of chances of cyber crimes in the area of recruitment and job selection. By visiting these sites, it is very easy to find pertinent job by navigating to the relevant field of interest. These popular websites have been useful in finding appropriate jobs for number of reasons however a lot of candidates complain about these sites. They state that they couldn’t find relevant job or didn’t get appointed etc. In my opinion, these sites can be a good chance to try on but completely relying on such recruiting sites can be risky. One has to keep track of other alternate sources which include newspapers, classified columns etc. By effectively utilizing the services of these sites, one can get support in finding appropriate job. 2. As you read about standard selection methods, you may have noticed the statement “a measure must be reliable if it is to have any validity.” Discuss what this means in the context of your organization.  Interview Experience I have given number of interviews just to get acquainted with the psychology of interviewers and the type of questions they ask. By doing so, I experienced some good and some very bad situations during interview. Some of the first interviews which I gave were rather bad experience for me. The main reason for that was lack of preparedness and experience. I went for interview without being prepared for that which resulted in a very bad experience. For every interview, the interviewee is supposed to be prepared for the questions which are likely to be asked by the recruiter. Moreover, the interviewee needs to be very specific in answering the questions and must not confuse the recruiter. The answers need to be authentic, valid and concrete. I also came across to a stress interview. In such interview, interviewee is usually bombarded with number of questions. The purpose of such interview is to put the interviewee under pressure and to check the stamina, determination and decision making skills of the candidate. For me, that interview was way more hectic than any other corporate experience but indeed, I learned a lot from these experiences. Good interviews strengthen and motivated me while I learnt a lot from bad experiences and mistakes during interview and therefore, I am now more confident for my future interview experiences and can confidently speak in front of the panel. Performance Evaluation System In order to keep track of the performance of employees, every organization conducts performance evaluation system. There are various methods of conducting performance evaluation system. Some of them include Weighted Checklist Method, Critical Incident Method, Graphic Rating Scales, Paired Comparison Analysis, Essay Evaluation Method, Performance Ranking Method, Management By Objective (MBO), Behaviorally Anchored Rating Method etc. No matter which methodology is being employed by an organization, the basic purpose of performance evaluation is to compare the actual results with the benchmark. Therefore, the performance evaluation system consists of the following four steps: i. Setting benchmarks. ii. Measuring performance of individual against these benchmarks/ standards. iii. Reinforcing remedies for discrepancies, if any. iv. Establishing periodic goals. Performance appraisal system is best known for its validity and effectiveness. Apparently, there isn’t any major flaw in this system. Yet, some improvements need to be made if the performance of an individual is not getting improved. It is essential for performance appraisal system to bring long lasting changes in the performance of employee, and thus, the performance of organization. For instance, an employer sets a benchmark which is not achievable or realistic for employees to achieve, or certain obstacles exist in the way of achieving that benchmark, in this case, it becomes the responsibility of the employer to coordinate with employee and resolve those issues. Orientation System No matter if it is college, university or a company, nowadays, almost every other organization conducts orientation programs in the beginning of the session. The basic purpose of orientation is to make the newly hired individuals feel that they are a part of the respective organization. Orientation provides basic knowledge about the organization to the new members of that organization. It incorporates the transmission of policies, procedures, rules and regulations of the organization to the new members so that they get acquainted with the corporate culture of the organization. It communicates the rituals, stories, philosophy and history of the organization as well as the important personalities who contributed for the success of the organization. Orientation system has always proven to be beneficial for both; the organization and the new members of that organization. Despite of numerous advantages, there are certain things which need to be included in the orientation system. Many companies have unrealistic expectations from their employees. Employers hand over the manual to their employees and expect that they will learn everything in just a single day which is definitely not possible. Employers need to communicate and share realistic goals with their employees. Moreover, orientation is a one-time event. Therefore, most employees forget the important messages conveyed during orientation programs therefore, training programs must be held so as to amend and revise the important lessons given by employers. Works Cited Mathis, R. L. (2011). Human Resource Management: Essential Perspectives. New Jersey: Cengage Learning. Read More