Job Description:

Title: Entry Level Human Resources Assistant

Organization: Peel

Location: Ontario

Job Category: Professional

Salary: Negotiable

Job Summary: Seeking an entry level Human resources assistant to assist HR Managers with various human resources processes like new hire orientations, scheduling, interviews and other day to day activities within the organization.

Position Responsibilities:

·         Amending and managing employee files and HR files, records& reports.

·         Maintenance of employment changes by creating entries in human resources information system.

·         Assisting the HR Team with the Orientation programs for newly hired employees.

·         Assisting in scheduling Interviews.

·         Applicants should have the ability to work under pressure.

·         Strong attention to details and organization goals.

·         More duties and responsibilities can be assigned.

 

 

All the candidates will be screened on the following qualifications:

·         Applicant should know how to use MS word, excel, outlook, PowerPoint.

·         Exceptional Customer Service skills.

·         Applicant should have Bachelor’s degree.

·         Ability to speak Punjabi or Hindi would be preferable but not required.

Candidates who are interested can submit their resume with cover letter. In addition, considered applicants will be contacted.

 

The Selection method would be used to select candidates will include educational background and customer service skills, by selecting valid predictors of performances. HR Team should also look at personal traits like work ethics, honesty etc. or certain skills which are unique and required for that particular position which will benefit the organization as whole. According to me I would use these criteria as to select a qualified applicant for further analysis for a particular job.

For some positions the whole world is a relevant labor market. Consider factors that can relate to the labor market to the fluctuation in the economic growth. This can generally will help in the understanding of whether the current crisis will be short-lived in the labor market or if I will continue for a much longer period although wait may lead to an improvement of the economic growth.

There are much reasons that have helped to explain the fact that wages may not exactly decrease but rather than the job being lost during the periods of highly poor economic performance. One of the reason is that there are a desire and inherent asymmetry which is between the desires and the current employment and the unemployment. Majorly the insider usually prefers the wages level to remain high in the economy while the outsider prefers wages level to be very low in the economy. The point where first developed by( Lindbeck and Snower 1988). Since then several empirical studies have revealed that unemployment is relatively high and can persist time over countries.

The second factor is that many of the skills which were acquired during the employment and the job, therefore, are worth little to the workers after they have retired from their jobs. During the prolonged period of the unemployment in the economy, workers are likely to suffer as the new technologies are and production method make these skill, an education more absolute. In some case, the workers are interpreting protracted period of the unemployment as a negative signal of a person productivity is noticed. The implication that is caused is that the probability of findings is a relatively almost negative function of the duration of the person’s period of the unemployment and therefore the imperative that is retrenched workers can, therefore, lead the workplace to as fast possible to minimizes the long-term impact of the negative economic shock in the economy.

Target applicant pool is the total number of the people who are interested in and will apply for that specific job position for an employer is looking. The employer then embarked on the selection process by reducing the applicant pool To either a short list or the long list . This depend on the number of people, in the application pool.

The organization should have a target of the individual they are looking in the market to fill the vacant position of the human resource assistant manager. To address this issue, the organization has to define its target population. Some of the issues that arises here is that the specifying of the worker is a mandatory requirement and deciding whether the target market is a certain segment of the application population as also another important factor that must be considered in the applicant pool target.

The organization must identify a specific requirement for the and duties concerning the salary range of the worker and the competence required of the new worker. Much of the information is usually required during the job analysis, and therefore the can be contained.

Once the applicant has been targeted the company must determine how to notify this applicant of the available vacant positioning in the company where a variety of recruitment methods can be avail and determine to be used in the communicating of the vacant position. When choosing the Specify channel to notify the target population different recruitment way can be used. Some of the popular options that can be used include the internal job position option or a newspaper. The choice of the channel of notification depends on the number of the position that is required to be filed in the post of the assistant and the characteristic of the target audible and finally the economic condition of the state.

The best and most significant way to make recruitment for theses job is the used of the internet. This is because there are changes in the recruitment practices which has been on the rise due to the use of the online recruitment. Many of the organization post job on their opening on their websites and some accept online application eliminating the hard copy application. There is various advantage of using this type of recruitment and some of the advantage include; the cost of this method is relatively cheaper.

It is easy, and the quickest method of advertisement  response to the advertisement is also quick and rapid compared to another form of advisement, and a wider range of applicant can be easily reached due to the nature of the platform, therefore, internet provide the most quality service compare to the other form of advertisement in the industry. The online application is popular with most of the job seekers as the general public can easily reach it. Due to a larger number of participant in the online application, it is the mandate of the organization to put in place a process which will enable them to filter those who do not meet the minimum requirement of the position of the post of the assistant human resource manager. ( Buettner, Ricardo 2015). In the most recent time, there has been a rise of the use of social media in the recruitment practice. The specifically social networking site has currently allowed the user to create their platform or the web-based profile that can allow the individual to interact freely using the social media tools.These social platforms were initially designed for the social interaction between friend and family member, but currently, this network has been seen as an important professional tool particularly in the fields of recruitment.

There has been a rise in the growth of the issued of social network and social service as a recruitment method wand this reflect the potential in this area. However, this factor has also raised various questions concern in the field of advertisement. Research indicate that from the perspective of job seekers the risk posed are typically associated with poor conduct on the social media websites, and this may result in the negative consequential in the terms of the employment. Unprofessional behavior may particularly arise. Companies sometimes can find themselves confronted in the with the legal issues that are linked with incorporation social media information into the candidate evaluations.

Applicant screening usually involves the initial sorting through of the application so as to determine which individual are qualified to move into the next phase of the recruitment process. The major objective of this type of is to eliminate the applicant that are poorly suited to the position of the recruitment process. These are made possible by evaluating the applicant's resume against the post requirement for the job. Applicant screening involves the initial sorting of the applications as to determine the individual that required moving on to the next phase of the requirement t process. The main objectives of screening are to eliminate that applicant that are poorly sited for the position and also to retain only the best candidates that are fit for the job (Buettner, Ricardo 2015.). .

Applicant screening is an important factor in the recruitment practice, and some of the reason why bit is important is that of the following reason.Applicant screening can majorly save the organization from the  substantial amount of money and the amount of time used to educate illiterate personnel .,Prescreening is always used in the screening of personnel and can minimize he cost by reducing the number of the people assessment by the number of the people by relatively expensive means such as the interviews and the technical skills. Prescreening potential candidates who have and poses the characteristic and there required skill and behavior of the post of the assistant human resource manager ( Sulich, Adam 2016.) Neglecting using the initial method can lead to interviewing the wrong unqualified candidates in the organization, and this leads to waste of both the resource awarded to the committees and also the time. Hence screening is an important exercise in the selection of both competent and the rightful candidate that can fluently speak Hindu and can interact freely with the customer hence boosting then market of the organization.

The development of a recruitment plan in the organizations one of the most crucial aspects of the search process. Some of the essential aspects of the recruitment plan include the following;

. The name of all the individual serving on the search committees of the organization

. List of all the advertising resource that is used in the organization being utilized.

. Approval of the signature of the departmental executives.

. Approval of all the advertisements and position which are officially announced by Equal                           

. Opportunity and Diversity at the beginning of the process.

. Lastly is the copies of the relevant advertisement position and the professional contacts

 

 

 

 

 

 

 

 

 

 

 

 

 

Reference

 Sulich, Adam (2016-02-06). Kastan, ed. "Mathematical models and non-mathematical methods in recruitment and selection processes." Reviewed papers form 17th international conference (Mekon 2015)

Buettner, Ricardo (2015). A Systematic Literature Review of Crowdsourcing Research from a Human Resource Management Perspective 48th Annual Hawaii International Conference on System Sciences

Buettner, Ricardo (2016). Getting a Job via Career-oriented Social Networking Sites: The WeaknessTies of ties 49th Annual Hawaii International Conference on System Sciences Kauai, Hawaii: Ihttp://www.jobpostings.ca/student-jobs/homedepot/midland/1151153283120672?utm_source=Indeed&utm_medium=cpc&utm_campaign=Indeed

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