Engine Marketers Essay
The company is currently in need of newly graduates with expertise in information technology and business who will work as Search Engine Marketers and Telemarketers that develop and manage the web sites of the company. The successful applicants for Search Engine Marketers are tasked to develop the existing website and regional websites for sourcing skilled workers everywhere in the world; while, Telemarketers will be assigned as in charged in accepting applications from overseas workers.
Mainly, the work is done on line using internet. Nash and Nash stated that in hiring service providers, it is important to ensure that the person to be hired is “capable of doing the job as defined by the job description” (p. 59). As requirements, the applicants must have graduated from college with degree in business and/or information technology.
Also, the applicants must possess the following qualities: 1) strong interpersonal skills; 2) strong verbal communication skills; 3) strong written communication skills; 4) flexible & adaptable ‘can do’ attitude; 5) sound academic achievement; 6) self motivated/self starter; 7) team player; 8) energy & enthusiasm; 9) problem solving skills; 10) analytical & conceptual skills. Sourcing Candidates: Advertising Once job design is identified, the next step is advertising the need to
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Martin and Jackson explained that before the selection of media for advertising process, it is vital to be aware of “the sources of possible recruits” (p. 119). In the case of International Manpower Network, the sources of possible recruits are primarily schools where the prospect applicants are coming from; secondly, the use of newspaper issued locally since possible applicants may find sometime reading into classified ads for job opportunity; lastly, the internet where most students and professionals are hanging around.
Information from these media may be passed on to others by word of mouth. Online Recruiting According to Florence M. Stone, online recruitment “generates faster responses from prospective employees … shortening the hiring cycle” and “enables companies to have access to the global workforce” (p. 107). Diana Arthur cited an HR Magazine dated August 1997 that “about 80 percent of new graduates use the Internet with complete ease, seeking out careers in computers, high technology, and other fields” (p. 81).
Using a web recruitment site, applicants can send in their CVs and resumes to employers at their convenient time and can get responses within hours. Applicants have to fill out information sheet on the screen aside from the CVs and resumes that they have to upload using a button below the page. Job Fairs As part of the promotional strategy, the company will join job fairs hold from school to school. Thus, it is imperative that the company will coordinate with the different school regarding job fairs schedule and process necessary papers and activities for that promotion.
The company has to prepare flyers and application forms to be distributed during the event. Selection Method/Tool Smith and Roberson emphasized the reliability and validity of selection criteria in assessing occupational areas. According to them, the cognitive ability of the applicant “provides accurate predictions of subsequent work performance” (p. 13). However, they do not suggest that using cognitive tests is applicable for all selection purposes. Likewise, it is important to use various means of assessing the qualification before the selection stage.
Specifically, as Smith and Roberson explained, during the selection process, in order to predict subsequent job performance, it is significant to assess the mental and emotional ability of the applicants, which could be done through testing and interviews. All applicants after submitting necessary application requirements will undergo the stages of selection process to evaluate each applicant’s aptitude and qualification for the position. Each application will go through the following stages.