11. Put yourself in the shoes of an employment recruiter. You’re impressed by a job candidate’s résumé and references. During her interview, she responded well and asked insightful questions about the company. She’s the best fit of all the applicants you have interviewed thus far. But, oh, no! She failed to send a thank-you after she met with you. Should you cross her off the list? Jessica Liebman, a publishing executive who has been hiring for ten years, did just that. Ms. Liebman followed her own simple rule: If someone doesn’t send a thank-you e-mail, don’t hire that person. No thank-you, no job! She claims that a thank-you note differentiates the “bad eggs” from the “good eggs.” Do you agree with this reasoning? Why or why not? (L.O. 4)

11. Put yourself in the shoes of an employment recruiter. You’re impressed by a job candidate’s résumé and references. During her interview, she responded well and asked insightful questions about the company. She’s the best fit of all the applicants you have interviewed thus far. But, oh, no! She failed to send a thank-you after she met with you. Should you cross her off the list? Jessica Liebman, a publishing executive who has been hiring for ten years, did just that. Ms. Liebman followed her own simple rule: If someone doesn’t send a thank-you e-mail, don’t hire that person. No thank-you, no job! She claims that a thank-you note differentiates the “bad eggs” from the “good eggs.” Do you agree with this reasoning? Why or why not? (L.O. 4)

Principles of Management

OER 2019th Edition

ISBN:9780998625768

Author:OpenStax

Publisher:OpenStax

Chapter12: Diversity In Organizations

Section12.2: Diversity And The Workforce

Problem 2.1DQ: If blind recruiting helps eliminate bias during the recruitment process, then what does that say...

See similar textbooks

Similar questions

You want to apply for the position of Human Resources Director with a Fortune 1000 company in the field of retailing. The company "would prefer" applicants with at least four years of experience, though others can also apply. You are six months short on the preferred experience. However, you are absolutely confident of yourself and want to convince the recruiter about the same.
“Recruiters bring a lot to the table. They have many contacts and are relatively adept at finding qualified candidates who aren’t actively looking to change jobs. They can keep your firm’s name confidential, and can save top management’s time by building an applicant pool. The recruiter’s fee might actually turn out to be small when you compare it to the executive time saved.” Justify it by explaining most relevant two sources of recruitment
You want to apply for the position of Human Resources Director with a Fortune 1000 company in the field of retailing. The company "would prefer" applicants with at least four years of experience, though others can also apply. You are six months short on the preferred experience. However, you are absolutely confident of yourself and want to convince the recruiter about the same. Keeping in mind the above scenario, create a cover letter that convinces the recruiter about your competency for this job. Also include a resume. Your cover letter and resume must incorporate the following: • The cover letter should be concise and to the point, following the 3-paragraph structure. • The resume should be no more than two pages long, in an appropriate format and following all the standards associated with that format. • The resume must have an impressive, original objective statement and a summary of qualifications. • The resume must include your capabilities and special skills, preferably using…
Imagine you're a recruiter acting on behalf of an organization to attract candidates for their company. Build a Detailed Job Description for the position of Retail Store Associate.
What are the components of an effective recruiting strategy that will drive qualified candidates to the organization? Why do some recruiting campaigns end in failure, without finding the best talent currently available?
Suppose you are a Trainer at a reputable organization. And you are required to develop a Training Program for your Sales & Marketing Team. Your sales and marketing team is enthusiastic and eager to learn marketing techniques. Which On-the-Job and Off-the-Job Training methods would you consider? Please Justify.
What are the advantages and disadvantages of recruiters providing a realistic job preview to job applicants?
A coworker who is a recruiter told you that she is going to drop a job candidate because she feels that he is totally irresponsible. She found out through research on Facebook that the candidate married and divorced his high school sweetheart before graduating from college and once had his car repossessed. What would you say to your coworker about this?
When assessing candidates throughout the selection process, we are trying to establish which candidate we want to get into an employment relationship with. Doesn't this remind you of another relationship-building process? Imagine something we could learn from online dating when it comes to screening who to interview for a job?
If you lack one important qualification for a job but have made it past the initial screening stage, how should you prepare to handle this issue during the next round of interviews?
What are the tasks performed and the skills required in a given job? and What is the recruiter’s role in the recruitment process, the limits the recruiter faces, and the opportunities available?
You are seeking work in an “At Will” state. You apply for a job at Gigantus Corporation, a major manufacturer of children’s toys. As part of the interview hiring process, you are given a company policy handbook that states: “all hiring, promotional, and discharge decisions will be made fairly.” After 18 months, all with good reviews, you receive your termination notice (effective in 30 days) without further explanation. This does not seem “fair” to you; might you have the basis for legal action? Explain. Q2 You are a partner in a mid-sized manufacturing plant (about 100 employees) in a right-to-work state. You and your partners have a very good relationship with your employees. To your surprise, you are approached by one of your long-term employees, who indicates that he plans to lead a campaign within your plant to unionize. How will you generally deal with this? Q3: A large Michigan city’s fire department has several physical tests and requirements for all job applicants. One such…