Assignment: Generate Best Practices for Recruitment and Selection
Public Personnel Administration
Using this week’s readings as a starting point, consider the challenges in recruiting and selecting the best candidates for Public Organization X. Then, choose an organization to examine and apply this week’s concepts. Since you are still in training, you may pick any public organization of your choice for this assignment, but choose wisely and make sure the information you are seeking is readily available.
Give a brief background on your selected organization and its employees, and then produce an in-depth guideline on recruitment and selection best practices for yourself to use when you take over as Director of Personnel Administration of Organization X at the end of your training. You may assume the organization you choose to examine is in the same field as Organization X. This is a great practice, especially since sometimes you get the best ideas from outside research! Just remember, your document should contain best practices specifically related to recruiting and candidate selection.
Tip: It is recommended that you prepare this information in the form of a chart for quick reference rather than in typical essay form.
Be sure to include how different departments or positions may need different strategies for recruitment (e.g., pre-employment screenings) and selection (e.g., complying with the Civil Rights Act). You may present the best practices themselves in the form of an outline or list within the chart.
Length: 4-5 pages, not including title and reference pages
References: Include a minimum of 5 scholarly resources.
Your assignment should demonstrate thoughtful consideration of the ideas and concepts presented in the course by providing new thoughts and insights relating directly to this topic. Your response should reflect scholarly writing and current APA standards where appropriate. Be sure to adhere to University’s Academic Integrity Policy.
Upload your document, and then click the Submit to Dropbox button.
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