Critical Assessment of the Recruitment - 550 Words

Critical Assessment of the Recruitment (Other (Not Listed) Sample) Content: Critical Assessment of the RecruitmentCrisis Helping Hands ED Verna, as the recruitment officer, fails in the recruitment process mainly because of two reasons. First, continuous posting of vacancies even when there is no vacancy. This affects the current employees commitment as they feel they do not have long-term jobs. Secondly, Verna conditions her most trusted employee, Willy, to be unethical. This is because she does not accept negations for any participant by Will who supposedly follows up on the participants integrity (web: Frequently Used Pre Employment Testing).CHH could use these four methods to improve on their recruitment exercise: Personality test, to determine an employees suitability. Skills assessment this is to test if the recruit has the necessary skills for job requirement. Aptitude test this is to determine if the employee can perform the job successfully and lastly, integrity test this tests the employees trustworthiness and attitudes towards u nwanted work behavior.Hiring Financial manager at CHHJob description: manage budgets, keep abreast of financial changes in financial regulation and legislation and provide and interpret financial information.Education: Bachelors' degree in accounting required. CPA and/or Masters' degree is desirable.Work experience: A minimum of three years of progressively responsible experience in various areas of accounting and financial reporting is required. Selection criteria and rationaleSet of four selection criteria for the Finance Manager Position:Demonstrated the ability to leading a Finance unit and achieve consistent results with strategic and operational goals. In managing and developing team capabilities in order to achieve outcomes. The finance manager supervises operations and activities regarding accounting, ensures availability of finances to meet operational and capital requirements for ongoing projects as well as developing a proper capital structure (jobwings 2014. Para 4). Abi lity to manage a team is important for this post. The employer is interested in their ability to manage a team. Demonstrated ability managing accounts receivable and payable functions and well developed knowledge of the commonwealth regulations relating to cost recovery. The finance manager prepares the verification of audits, assist in determining the proper capital structures in the organization. Finance manager is also responsible of maintaining good relationships between the organization and the banking system and acts as an expert in management of accounting department (AccountingTools 2014. Para 3). This is important to determine their ability to keep records as well as relate with other organizations professionally.Management of budgets in a diverse and complex organization including experience developing and implementing effective financial management policies and systems. Based on patterns of both historical and expected cash flows, the finance manager steers the budget pla nning and approve of major expenditures in the organization. In addition, he also gives financial analytical reports. It is very important that the financial manager is able to draft budgets with limited finances especially in non-profit organizations like this one.Excellent analytical, communication and interpersonal skills, including the ability to provide complex and timely advice to senior management and to communicate effectively with and clients. As a controller for the recruitment of employees and team management, the finance manager is expected to possess good communication skills and also exhibit strong leadership skills (AccountingTools 2014. Para 3). Leadership is key to success of the organization. The employer wants to know how they handle stressful situations. They should exhibit a high level of stress management.A set of six financial questions will be presented first by Verna as the recruitment manager and then closed by Bill. Bill is chosen for the position for the role of a human resource officer (Pre-Employment Testing Par 1). This format will be used for the purposes of protocol in managerial hierarchy. As such starting at the top, will signify order at the firm. Verna will officially welcome the candidates and then Bill will have a chance to ask the interview questions. This will also give Verna a chance to observe the candidates and listen to their responses. The questions will be divided as follows with reference to Personality test, Skills assessment, Aptitude test and integrity test;What motivates you in your job?Tell me about a time when you successfully dealt with a difficult and demanding client?Tell me about your approach to teamwork. How have you had to adapt to work effectively as part of a team?Tell me about a recent high stress situation you were in. How did you manage it?What are the biggest challenges and opportunities that the finance professional faces today?Aptitude and integrity will be a subject of screening the particip ant to determine their suitability towards the organizations goals. The aptitude test will also help to shortlist the participants in the event of a big number of qualified...