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Are you expecting recruiters to act as psychologists?

Are you expecting recruiters to act as psychologists?

Are you expecting recruiters to act as psychologists?
Click here to ORDER NOW FOR AN ORIGINAL PAPER ASSIGNMENT: Assignment: Oral Communication

Assignment: Oral Communication
Assignment: Oral Communication

Assignment: Oral Communication

Developing an Applicant Profile With EEO laws in mind, conduct a thorough analysis to develop a competency-based applicant profile for each position for which you are recruiting. This profile of the ideal employee typically includes specific skills, abilities, education, training, experi- ences, knowledge levels, personal characteristics, and interpersonal relationships that enable a person to fulfill a position with a high degree of excellence. The intent is to measure all applicants against this profile to ensure that recruiting efforts meet EEO laws, are as objective as possible, encourage all interviewers to cover the same topics and traits, and eliminate (or at least minimize) the birds of a feather syndrome in which recruiters favor applicants who are most like themselves—traditionally this has favored white, male applicants.

Many organizations are employing a behavior-based selection technique to ensure that each interviewer asks questions that match each applicant with the applicant profile. Behavior-based interviewing rests on two interrelated principles: past behavior in specific job-related situations is the best predictor of future behavior and past performance is the best predictor of future performance. Interviewers ask interviewees to describe situations in which they have exhibited specific skills and abilities. A National Institutes of Health publication states that the behavior-based interview technique “seeks to uncover how a potential employee actually did behave in a given situation; not on how he or she might behave in the future.”6 The behavior-based technique begins with a needs and position analysis to determine which behaviors are essential for performing a particular position. Behaviors might include:

develops and implements conducts monitors and facilitates establishes applies builds stays current understands and utilizes advises and consults recommends

Other organizations have modified this approach into a trait-based or talent- based system in which specific traits or talents rather than behaviors are identified in a position analysis. For instance, traits might include:

achievement dependability oral communication ambition initiative people-oriented assertiveness listening responsibility competitiveness motivation responsiveness

Check each profile behavior or trait carefully. Is each essential for job performance? Is leadership necessary for an entry-level position? Can you measure the behavior or trait? Are you expecting recruiters to act as psychologists? Will some targeted behaviors or traits adversely affect your organization’s diversity efforts and discriminate uninten- tionally? For example, traits such as competitiveness, aggressiveness, direct eye con- tact, forcefulness, and oral communication skills may run counter to the upbringing

The profile must be a composite of BFOQs.

The profile is the ideal by which all applicants are measured.

Can nondomi- nant group applicants match your profile?

ste70537_ch07_129-154.indd 134 20/12/16 6:29 pm
The Recruiting Interview 135

and culture of many nondominant groups.7 Traits and behaviors being sought must be position-related—BFOQs—and clearly defined so that all interviewers are looking for the same ones.

After developing an applicant profile, write a clear description that “encapsulates requirements for a given position.” Karen O’Keefe writes, “Ultimately, the job descrip- tion is the inspiration for any subsequent interview so defining the position up front will make finding the right person for the job much easier.”8 Being underprepared is the biggest mistake you can make.

Assessing Today’s Applicants You must understand the targets of your search because you are trying to attract as well as select outstanding talent for your organization.
You must proofread your paper. But do not strictly rely on your computer’s spell-checker and grammar-checker; failure to do so indicates a lack of effort on your part and you can expect your grade to suffer accordingly. Papers with numerous misspelled words and grammatical mistakes will be penalized. Read over your paper – in silence and then aloud – before handing it in and make corrections as necessary. Often it is advantageous to have a friend proofread your paper for obvious errors. Handwritten corrections are preferable to uncorrected mistakes.

Use a standard 10 to 12 point (10 to 12 characters per inch) typeface. Smaller or compressed type and papers with small margins or single-spacing are hard to read. It is better to let your essay run over the recommended number of pages than to try to compress it into fewer pages.

Likewise, large type, large margins, large indentations, triple-spacing, increased leading (space between lines), increased kerning (space between letters), and any other such attempts at “padding” to increase the length of a paper are unacceptable, wasteful of trees, and will not fool your professor.

The paper must be neatly formatted, double-spaced with a one-inch margin on the top, bottom, and sides of each page. When submitting hard copy, be sure to use white paper and print out using dark ink. If it is hard to read your essay, it will also be hard to follow your argument.

Discussion Questions (DQ)

Initial responses to the DQ should address all components of the questions asked, include a minimum of one scholarly source, and be at least 250 words.
Successful responses are substantive (i.e., add something new to the discussion, engage others in the discussion, well-developed idea) and include at least one scholarly source.
One or two sentence responses, simple statements of agreement or “good post,” and responses that are off-topic will not count as substantive. Substantive responses should be at least 150 words.
I encourage you to incorporate the readings from the week (as applicable) into your responses.
Weekly Participation

Your initial responses to the mandatory DQ do not count toward participation and are graded separately.
In addition to the DQ responses, you must post at least one reply to peers (or me) on three separate days, for a total of three replies.
Participation posts do not require a scholarly source/citation (unless you cite someone else’s work).
Part of your weekly participation includes viewing the weekly announcement and attesting to watching it in the comments. These announcements are made to ensure you understand everything that is due during the week.
APA Format and Writing Quality

Familiarize yourself with APA format and practice using it correctly. It is used for most writing assignments for your degree. Visit the Writing Center in the Student Success Center, under the Resources tab in LoudCloud for APA paper templates, citation examples, tips, etc. Points will be deducted for poor use of APA format or absence of APA format (if required).
Cite all sources of information! When in doubt, cite the source. Paraphrasing also requires a citation.
I highly recommend using the APA Publication Manual, 6th edition.
Use of Direct Quotes

I discourage overutilization of direct quotes in DQs and assignments at the Masters’ level and deduct points accordingly.
As Masters’ level students, it is important that you be able to critically analyze and interpret information from journal articles and other resources. Simply restating someone else’s words does not demonstrate an understanding of the content or critical analysis of the content.
It is best to paraphrase content and cite your source.
LopesWrite Policy

For assignments that need to be submitted to LopesWrite, please be sure you have received your report and Similarity Index (SI) percentage BEFORE you do a “final submit” to me.
Once you have received your report, please review it. This report will show you grammatical, punctuation, and spelling errors that can easily be fixed. Take the extra few minutes to review instead of getting counted off for these mistakes.
Review your similarities. Did you forget to cite something? Did you not paraphrase well enough? Is your paper made up of someone else’s thoughts more than your own?
Visit the Writing Center in the Student Success Center, under the Resources tab in LoudCloud for tips on improving your paper and SI score.
Late Policy

The university’s policy on late assignments is 10% penalty PER DAY LATE. This also applies to late DQ replies.
Please communicate with me if you anticipate having to submit an assignment late. I am happy to be flexible, with advance notice. We may be able to work out an extension based on extenuating circumstances.
If you do not communicate with me before submitting an assignment late, the GCU late policy will be in effect.
I do not accept assignments that are two or more weeks late unless we have worked out an extension.
As per policy, no assignments are accepted after the last day of class. Any assignment submitted after midnight on the last day of class will not be accepted for grading.

Communication is so very important. There are multiple ways to communicate with me: Questions to Instructor Forum: This is a great place to ask course content or assignment questions. If you have a question, there is a good chance one of your peers does as well. This is a public forum for the class.
Individual Forum: This is a private forum to ask me questions or send me messages. This will be checked at least once every 24 hours.

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