hiring process essay

How to write a process essay

• August 25, 2023

Process essays are one of the most common types of essays . It’s simply explaining a process of how to do something. 

In this article, we’ll show you how to write a process essay in steps with interactive examples. 

Process essay definition

Let’s take a look at the steps outlined below to write a clear and effective process essay. 

Choose a topic

You should start by choosing a topic that not only interests you but also attracts your target audience. 

Whether it’s brewing the perfect cup of coffee or conquering the art of origami, your topic should be engaging and well-defined.  Let’s have a look at topic examples:

• Crafting Exquisite Miniature Bookbindings
• Building a Sustainable Vertical Garden
• Making the Perfect Cup of Coffee

So for this guide, I’ve chosen “Making the Perfect Cup of Coffee”. Now let’s continue with the next steps.

Create a process essay outline

Now that you’ve your topic at hand, it’s time to create an outline to present the steps chronologically. Outline will also help you organize your thoughts and ideas so you won’t get lost during the writing process.

Let’s examine this step with an example of a process essay explaining “Making the Perfect Cup of Coffee”.

Process essay outline example

• Thesis statement
• Provide safety precautions if necessary.
• Address to the reader
• Provide any variations or customization options if applicable.
• End with a memorable concluding thought or call to action.

By presenting the steps in chronological order, your readers can follow the process smoothly. 

During this step, just make sure to:

• Expand on each step you outlined earlier.
• Use clear and concise language.
• Make use of bullet points or numbered lists to make the process visually appealing.

After completing the outline, it’s time to write an interesting introduction.

Write an introduction

• Hook the reader's interest with a hook sentence
• Offer a brief overview of the topic and its significance
• Introduce and explain the process with a thesis statement at the end of introduction

Process essay introduction example

Introduction

Now that we have an intro on our hand, you need to tell what materials you need to finish the process.

Write the materials needed for the process

Listing the necessary materials for the process is a best practice for process essays. Typically found just after the introduction, this paragraph is devoted to outlining the necessary materials.

Here, p rioritizing the list is important; the more influential a component is, the higher its position on the list should be.

Example material list for process essay

Body paragraphs

Materials needed

• High-quality coffee beans that align with your flavor preference.
• A grinder for optimal flavor extraction.
• Equipment for brewing methods, such as a pour-over apparatus, a drip coffee maker, a French press, or an espresso machine.
• Fresh and clean water for brewing.
• Optional additives like milk, cream, sugar, flavored syrups, or other preferred elements.

Start writing the process

Right after listing the materials needed, it’s time to start writing the process itself.

When describing your process, be careful not to make it too complicated. To keep your readers on track, use transitional words like “after,” “eventually,” “first,” “then,” and others help you maintain an understandable tone.  

Or simply use a 1,2,3, bullet point structure as seen in example below to remind readers of their step during the process.

Body paragraphs - Process writing example

Materials needed ...

• Grind the beans just before brewing for optimal freshness. Use a burr grinder and adjust the coarseness to match your brewing method (coarse for French press, fine for espresso).
• Weigh your coffee grounds using a scale. A standard ratio is 1 to 2 tablespoons of coffee per 6 ounces of water, but adjust to your taste.
• Ensure the water is heated to the ideal temperature, typically between 195-205°F (90-96°C). Water that's too hot or too cold can affect the taste.
• Pay attention to the brewing time. Generally, 4-5 minutes is suitable for most methods, but again, adjust based on your preference.
• After finishing, regularly clean your coffee maker or French press to prevent rancid oils and residue from affecting your coffee's taste.

As seen from the example above, using an imperative language structure is generally preferable. It makes total sense as you’re describing a process in steps and usually don’t need a full sentence structure. 

Give tips and supporting details

After explaining the process above, it’s now time to provide tips and supporting details. Here, make use examples, tips, and even warnings if necessary. 

In other words, anticipate the questions your readers might have and address them as you go along. 

Body paragraphs - Supporting details

Supporting details & tips

• Ensure safe handling of hot water and coffee-making equipment.
• Water that's too hot can result in over-extraction, while water that's too cold won't extract enough flavor.

Write a conclusion

At this step, you simply need to write a conclusion paragraph to end your process essay. First summarize the key points, and restate the process in a concise and short sentence. And finally, finish your process essay by a memorable sentence or a call-to-action. 

Process essay conclusion example

Revise and polish your essay.

Now that you’ve written your essay, take a breath, and then come back for some editing. Check for consistency, correct sentence structure, efficient transitions , tense selection , and other linguistic issues that may arise. 

If possible, make use of proofreading tools like QuillBot or Grammarly . 

• Think about potential reader misunderstandings and address them. If needed, explain what should be avoided.
• Offer explanations for steps that might seem unusual or complicated.
• Define any unfamiliar terms or materials that the reader might not understand. This ensures clarity in your essay.

So  you’ve successfully learned how to write a captivating process essay. Remember, practice makes perfect. The more you write, the better you’ll become.

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The Human Resource Hiring process

Table of Contents

Executive summary

Employee hiring unlike other job situations such as disciplining, firing and the decision on which employees to promote is rewarding. When a company attempts to fill a position it is a sign that the business is growing and prospering. But fun at times can result to hard work and this is depicted by the challenges human resource personnel go through in order to get good employees for their companies. Many specialist in the human resource sector point out the best way to handle the employee problem is to never hire them in the first place, but the fact remains that good hiring process leads to a better working environment and goals will certainly be achieved. For good hiring to be achieved it is necessary for the human resource team to work hard and ensure that all the processes of hiring are followed (Brantley, Walters, & Wersch, 2010).

The process should begin by getting acquitted to the federal laws that are against discrimination in the hiring process. With this in mind, the next step is to set the goals of the business and the positions to be filled. Correct job descriptions should be made to ensure that the qualified aspirants are identified (Fleischer, 2005). The next step requires proper posting of the correct information to the public and effective ways in the manner in which the resumes of the applicants are handled and organized. It is important to conduct reviews on the resumes and scheduling of interviews for the candidates who meet the set requirements. It is important to conduct background checks, crosschecking on the references and going through all the available information about the applicants. Other issues such as contracting, immigration documents, health and drug tests should not be overlooked.

Introduction’

Recruiting is an important aspect of any company’s efforts to expand. It involves the process of reviewing the applications, coming up with the best candidates for the interview, testing of candidates, choosing among them and coming up with the right hiring decisions and performing some tests and checks before one is fully hired. The hiring process has taken a new dimension since the 2008 when the economy was performing poorly and there was massive unemployment, hitting its highest in 2011. Ever since then ,hiring has been on the rise, although unemployment levels are still high ,and increased number of layoffs, the hiring personnel henceforth have to follow the laid legal guidelines and factors to ensure that they get the best workforce.

The advancement and growth of technology has made it easier for people looking for jobs to send as many as possible number of resumes to the different organizations. This has made the Human Resource to thoroughly conduct an extensive review of the candidates in order to come up with nothing but the best suited for that particular position.  Many are relying on technological advancements to help deal with the high number of job seekers and a way to deal with the massive paperwork submitted at their offices (Brantley, Walters, & Wersch, 2010).  This paper will outline the best hiring procedure to be adopted by Two-tot restaurant in order to ensure that it fills its positions in the newly opened branch.

Step one: Legal considerations in the hiring process.

The basis for the formulation of the employment discrimination is to protect individuals with conditions they have no control over. Conditions such as disability, race, religious beliefs, age, gender and nationality. It is illegal for a hiring firm to force one to change any of the above in order to get a job. Some of the common federal rules concerning employment include the civil rights act of 1964 which covers organization with a minimum number of 15 employees. It protects against race, gender, origin and religious discrimination. The pregnancy discrimination act of 1978 which seeks to protect women with pregnancy against discrimination. The age discrimination act of 1967 which covers firms with a minimum of 20 employees and states that people above age 40 should not be discriminated (Putzier, & Baker, 2011). The genetic information non-discrimination act of 2009 helps to protect people on the discrimination concerning their genetic information and prohibits firms from conducting and use of genetic information to determine hiring. The immigration reform and control act of 1986 covers firms with at least four employees and prohibits the use of one’s origin to determine employment chances. The US bankruptcy code section 525 prohibits the use of bankruptcy records as a factor to determine the employment opportunity of workers.

Step 2: Identification of the need for the position

After legal consideration are established, the team will now embark on the course to look for the suitable candidates. The first step is to identify the need for that position. The method to be used will include the determination of the number of customers per employee. The new location is a tourist attraction site frequently visited by many people. The workload is high and hence need for more employees to serve the large number people. The objective of the company is to enhance customer service and reduced time between ordering and service and creation of better quality services, good food, and well maintained rooms.  Existing employees will be informed about the hiring process in progress (Fleischer, 2005). The positions to be filled include a manager, 2 supervisors, an accountant, two chefs, 8 waiters, and two room attendants.

Step 3. Planning for the recruitment

The second step will involve the planning for the hiring process. It includes job description or specifications and work experience and skills needed. The manager should hold at least a master’s degree in business management or any business related course with at least ten years’ experience in the hotel industry. The supervisor should have a minimum of a degree in any management course with five years of experience. The five waiters should have a minimum of a diploma in hospitality and tourism management with at least two years’ experience and knowledge of a foreign language is an advantage.  The chefs should be well trained with at least ten years of experience. The room attendants should at least gone through high school with the ability to perform manual work.

The work of the manager will be the overall running of the hotel and will be in charge of all the other employees. The accountants work is to receive money and take account of all the expenditure of the company by keeping proper records. The chefs will be responsible for preparation of the different types of meals and drinks. They must be able to come up with recipes for making quality food. The waiters’ role is to serve the customers according to their needs. The room attendant is responsible for maintaining cleanliness in the rooms, by cleaning the beddings and cleaning the entire hotel premises. The supervisor will be in charge of the kitchen department, the lobby and his role is to ensure there is smooth running of the hotel.  Finally the job vacancies will be advertised on the hotel’s website and the local daily

Step 4: Review applications and scheduling of interviews

After proper advertisement, there will be a large number of applicants. The HR team will therefore crosscheck on the resumes of the qualified applicants to establish whether they meet the requirements. The qualified applicant names will then be handed to the hiring manager who will then determine the most suitable candidates and contact them through a telephone call.  The telephone call will itself be a form of an interview, where the manager will try to establish the applicant’s job fitting culture. The non-qualified candidates who are not scheduled for an interview will be conducted.  The phone interview will have narrowed down the number of applicants and the interviews will be conducted according to each job vacancy.  The interview will require the applicants to fill forms that will allow the management to conduct a background check on the applicants. Conducting a live interview is necessary as it measures the behavior and attributes of the candidates (Brantley, Walters, & Wersch, 2010). The applicants will have to submit a medical test results conducted at a national facility. The company will further conduct drug testing to ensure the safety of the customers. In addition to the interviews, the employees will be further given a written interview to check on aspects of safety and first aid. Such a test is important to test the knowledge of the employees when situation arise and how they can handle. Conducting a drug test may be unethical, but it is for the best of the company to employ clean employees free from drugs and substance use.

Step 5: Background checks and selection of most qualified candidates

The management will check on the references and conduct background checks and this will be during the second interview. It is important to check on the candidates’ education, history of employment, and criminal records. This information can be sourced from previous work places and on media platforms to ascertain the people before you are the ones you have come to know (Putzier, & Baker, 2011). After reaching to a final decision, the most suitable candidate will be chosen, notified and a job offer will be tabled. Candidates who will not be chosen will be notified  as this helps to maintain a positive relationship with the public.

Step 6:Negotiate the details of salary and start date

After tabling the offer, the details of salary and the commencement will be discussed. The negotiations will include compensation, salary, company resources, working hours and general conduct within the hotel premises.  The manager will pocket $15,000 dollars per month while the chefs, the accountants and the supervisor will earn $9000. The waiters and the room attendants will each earn $3000.  The workers will be reporting at 7am and leave work at 8 pm with a 20 days leave per year. Accommodation, transport and meals will be catered for. The candidates will be given two weeks to report to their new jobs.

Employment and retention of workers is one of the major challenges encountered by today’s employers. Most startup businesses do not follow a defined hiring process and hence end up being unsuccessful. (Fleischer, 2005). Following the above laid procedure, may ensure that a firm gets the best workers. The hiring process is however, tedious, time consuming and quite expensive. On the flip side proper hiring, rewards the employer in increased productivity, good employer –employee relationship and the realization of a good work environment conducive for business. This form of hiring will hence lead to an organization getting the best employees, with proper skills, and who fit with the company’s objectives and culture.

• Brantley, A., Walters, G., & Wersch, M. (2010).  CUPA-HR interview guide  (1st ed., pp. 5-102). Knoxville: College and University Professional Association for Human Resources.
• Fleischer, C. (2005).  HR for small business  (1st ed.). Naperville, Ill.: Sphinx Pub.
• Putzier, J., & Baker, D. (2011).  The everything HR kit  (1st ed., pp. 56-117). New York: American Management Association.
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Hiring Process in Organizations

The hiring process in companies can differ from one organization to another depending on the size of the firm, position requirements, and some other different factors. Employees are among the most crucial stakeholders in a company. The hiring process is a core responsibility of the company’s Human Resource Department. This process entails recognizing, attracting, screening, shortlisting, interviewing, selecting, recruiting, and onboarding workers (Bilan et al.,2020). Many firms outsource their hiring needs, while others depend exclusively on advertisements, job boards, and social media channels to hire workers for new positions. This essay highlights the process most companies follow during recruitment to get the most suitable candidate for the advertised position.

An organization’s hiring procedure entails reviewing the candidates’ applications, choosing an appropriate candidate to interview for the position, choosing between the applicants to make an appropriate hiring decision, and conducting various pre-employment tests. Typically, a well-defined hiring process should involve two crucial parts: outlining the role and advertising the position.

The Hiring procedure

Hiring is a company’s activity that entails all the procedures an organization undertakes to identify, attract, and select workers from within or outside the organization. This process entails several activities, such as identifying and attracting potential individuals, examination of the latter, and eventual selection of ideal candidates for the position. In most companies, the human resource department makes the decisions that govern the hiring process.

Employee recruitment

During recruitment, the organization starts the selection process by shortlisting the candidates and ends the process by finally selecting the ideal candidates. Once they make appropriate decisions on the ideal candidates, the employees use different tools to select the most suitable candidate. The tools include application letters, resumes, application forms, recommendation letters, testimonials, aptitude tests, IQ tests oral personality interviews. The types of tools and the type of job at hand differ from one firm to another. However, firms have demonstrated great homogeneity in utilizing these tools. For example, the cover letter and the resume are the basic tools the hiring team uses in shortlisting the candidates for the interviews, undertaking the tests, and presenting their certificates.

To shortlist, the human resource department screens and examines the application details, forms, resumes, and cover letters presented by the applicants with the aim of ascertaining the candidates who attain the minimum job requirements in terms of their abilities, experiences, academic qualification, and other attractive features that are compatible with the specification in the position advertised. Firms have resorted to a highly computerized examination of the application forms to make the shortlisting process more efficient and accurate.

Aptitude test

Aptitude tests are used together with personality and IQ tests to decide the best candidate to fill the position in the company. Significantly, aptitude tests are short questionnaires with different questions that the hiring team administers to the applicants with limited time to test their sharpness, aptness, and cognitive ability in critical thinking and other skills. The questions presented in the test may be structured with choices from which the candidate is to select the answer they feel is more appropriate concerning the question. The questions may also be open to the candidates.

Importance of Hiring

Hiring an ideal individual starts with having a dependable individual who is all-round educated on the company’s needs performing the process. Evaluating the requirements with the hiring director and officials can guarantee they can make a superior educated choice (Richey et al.,2016). Making a wrong choice during the hiring process can induce a lot of additional issues and anxiety that can prevent the development of the company’s operations. A terrible and unqualified employee will willfully affect other workers through false deals, which may cost the company’s growth. By recruiting the ideal individual, the first run-through around the company will move on a positive course and become more fruitful in the future. Entrepreneurs and administrators should understand the effect that a worker can have and consider their influence throughout the entire hiring process.

The Recruitment Process

The recruitment process usually depends on the size of the organization. In a small organization, the owner hires, although in big companies, the Human Resources department, the manager, or the supervisors are responsible for hiring. The human resource department is responsible for recruiting and training workers, meaning it oversees the hiring and selection process, although the supervisor and the manager always participate in the process. Therefore, the human resource manager determines the entire process.

Important problems that organizations face during their hiring processes

The hiring process is the primary tool for selecting the best worker and needs the company’s massive resource investment. Hiring in the contemporary world is a challenge, indeed. It is increasing with leaner budgets and teams but with the same expected outcomes. It is very crucial to be cautious of legal issues to minimize any legal challenges that may result. Health care Human Resource departments must attain legal requirements when making job offers, checking references, advertising jobs, and conducting interviews with potential candidates. For instance, when checking references, the hiring team must avoid asking the candidates illegal questions during the hiring process.

The most challenging part of preparing for hiring by the human resource department is avoiding asking the candidates illegal questions. The company’s reputation lies at stake if the hiring team cannot formulate questions in a way that would not seem illegal. Structuring a question can transform a genuine question into an illegal one; hence the language they use should be emphasized to ensure they do not distort the meaning of the questions during the process. Some questions are also illegal by nature or by the form of answers they expect from the candidates. To some extent, what is crucial for the company to know when asked in a certain method is illegal, for instance, the candidate’s age. Being gender biased or insensitive, concentrating too much on the individual’s privacy, and asking questions that are grounded on an individual’s culture is also illegal. A prospective employer may discriminate against an applicant during pre-employment discrimination. They may discriminate against the candidate based on ethnicity, age, sex, or faith.

The Human Resource Managers experience ethical issues when hiring and selecting candidates for the advertised positions. Some challenges include misleading qualifications for a suitable candidate, misleading ads, exposed to attempting to find ways “around” not recruiting a qualified personnel for discriminatory purpose according to supervisors, and not reviewing candidates based on qualifications. Human Resource managers should learn to be objective, consistent, and honest during the hiring and selection process. Typically, ethics play a very crucial role during hiring.

Furthermore, determining the type of question asked during this process seems to be a nightmare to the human resource departments because they have to ensure that they only ask the appropriate questions. The type of questions should be as simple as possible, and at the same time, they need to bring out the appropriate response which will enable the recruiting team to examine the candidate appropriately.

Controversies that exist during the hiring process

Human resource is the most valued and treasured asset of a company and is majorly responsible for adding value to all other resources of a company. The hiring process seems to be a nightmare for the human resource managers of several companies. Currently, several organizations use different recruitment channels such as their social media platforms such as Facebook, and LinkedIn (Koch et al.,2018).Organizations characterize applicants by their level of qualification such as payroll experience, interpersonal skills etc. The extent of fit between a candidate’s qualities and the requirements of the position should serve as the basis for the hiring decision. Hiring process that follows this procedure will result in desirable human resources outcomes such as attracting qualified and experienced workers, increased staff performance, retention of workers, avoiding dodging, employee satisfaction, and low turnover. A business may experience a high turnover if it does not follow effective procedures in recruiting its employees since there are very high chances that the employed employees may lack appropriate skills for the advertised job(Mohammad et al.,2021). Therefore, the hiring process directly impacts a company’s performance.

Most employers claim to be equal opportunity employers. Some organizations have an equal employer logo on their webpage, and others state that employment is one of their major corporate goals. Diversity is noticeably good for every company. This implies having several workers from various backgrounds could be one of the determinants of a company’s human resource. Employers should avoid discrimination when hiring so that they achieve a workplace diversity. Employment discrimination can begin from the first time one presents his application for the advertised job. The hiring manager can screen the applicants based on several factors such as their religious affiliations. Employes can show biasness based on the applicants’ age, gender, race, accent, and religion. Discrimination is controversial to the hiring process, and it can be costly to the organization since favoritism can result to employing incompetent staff, lower productivity, and high shirking.

Companies institute affirmative action plans to favor individuals from disadvantaged groups so that they correct the past explicit discrimination practices besides avoiding possible future implicit discrimination. Employers who discriminate against a specific group does not obtain all the information about the personnel, or obtaining this information becomes so costly(Zschirnt & Ruedin ,2016). Affirmative action is controversial in the hiring process since it leads to reverse discrimination. Reverse discrimination is prejudice against those who belong to a group that is in the majority in a company because it takes into account criteria other than merit (Akintola,2011). With diversity goals and the creation of a diversity group, organizations usually put the affirmative action plans into action.

Hiring involves employing new workers. It is a procedure in the full employee lifecycle and represents the finalization of a successful recruiting process(Sinha & Thaly,2013). The hiring manager should follow the basic staffing model of KSAO(knowledge, skills, and other practices) when hiring the candidates based on merit. This model speculates when the organization needs to hire a candidate for a new position. The candidate is matched with the position using the KSAO model.

Hiring process is vital to the companies since it contributes to improving the human resource of the organization. In fact, the quality of the personnel is a direct result of the hiring and selection process. As such, the hiring process starts with the identification of vacancies in the company until the workers are finally inducted into the company as new workers. The Human resource manager is responsible for the hiring process, although the supervisors, subordinates, and managers contribute to the hiring and selection process. The selection and hiring process, should uphold to the legality of employment and selection including the anti-employment discrimination laws, and equal opportunity policies of contracts

Akintola, A. (2011). Hiring discrimination in racially diverse labour markets: A cross country study.

Bilan, Y., Mishchuk, H., Roshchyk, I., & Joshi, O. (2020). Hiring and retaining skilled employees in SMEs: problems in human resource practices and links with organizational success.  Business: Theory and Practice ,  21 (2), 780-791.

John Richey, M. B. A., RHIA, F., & RHIA, K. J. (2016). Hiring for competency: Hiring to not fail vs. hiring to succeed.  Perspectives in Health Information Management , 1.

Koch, T., Gerber, C., & De Klerk, J. J. (2018). The impact of social media on recruitment: Are you LinkedIn? SA Journal of Human Resource Management ,  16 (1), 1-14.

Mohammad, T., Darwish, T. K., Singh, S., & Khassawneh, O. (2021). Human resource management and organisational performance: The mediating role of social exchange.  European Management Review ,  18 (1), 125-136.

Sinha, V., & Thaly, P. (2013). A review on changing trend of recruitment practice to enhance the quality of hiring in global organizations.  Management: journal of contemporary management issues ,  18 (2), 141-156.

Zschirnt, E., & Ruedin, D. (2016). Ethnic discrimination in hiring decisions: a meta-analysis of correspondence tests 1990–2015.  Journal of Ethnic and Migration Studies ,  42 (7), 1115-1134.

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Following HRM practices contributed to its business performance:

EXTRA-ORDINARY TALENT The success of Microsoft could be attributed to its ability to recruit, motivate and retain extra-ordinary talent. Microsoft has always hired the brightest and best candidates for recruiting for various positions. Bill Gates believed that the acquired knowledge was less important than the smart ideas available with talented and ambitious people. Microsoft always believed in hiring people who were smart, hardworking and knew how to get things done.

RIGOROUS HIRING PROCESS TO HIRE ONLY THE BEST

Good Essay About Attraction And Retention

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Business Plan On Use Internet in the Hiring Process

Re: Use Internet in the Hiring Process

Research Paper On Evaluation Of Agencys Public Personnel Administration

The Administration For Children And Families (AFC) endeavors to deliver quality services to the targeted youths, children and families. These services range from Child support, welfare, foster care, adoption assistance to overall child care programs. In order to achieve this crucial objective, the AFC is composed of an organized human resource management structure which makes it possible for this organization to deliver their services to the concerned parties. In this section of my assignment, I will major my focus on the organization design of AFC in regard to its human resource.

Organizational Design

Workforce Diversity Essay Example

Terracog company case study example, academic article review on human resource management, free article review on job analysis, recruitment, and selection, ethical leadership and decision making report case study examples, nanogene technologies inc case study examples, googles hiring process essay example.

The hiring processes in many organizations are aimed at making sure that the best hands for the task at hand are hired. This is done in a bid to improve the efficiency of the labor force. There are different hiring processes in different organizations; some complex, others basic. The bottom line is that the process must deliver the best candidate for the job. Below is a discussion on how Google goes about the process.

Google’s Hiring Process

Essay On Job Analysis as HR Tool

The human resource department in any organization is a very important department. This is mainly because it provides the organization with the manpower needed to carry out various duties. In order to hire the right people for the right job, it is necessary for the HR to have a clear job description. Only then can it pick an individual with the necessary skills. The essay below lays an extra emphasis on job description and its benefits.

The Greenfield Police Officer Recruitment Process Essay Example

Essay on personality testing in employment pre-screening.

In an effort to find better ways to hire appropriate employees, many businesses today are using personality tests as part of the pre-employment screening process. However, there are many problems involved with using personality tests as part of hiring. Personality tests are risky for both employers and employees and should not be used in the hiring process.

Personality Testing in Employment Pre-Screening:

Example Of Gender Difference In Negotiating Essay

Gender Difference in Negotiating

It is widely believed and expected that women tend to be more reserved than men when it comes to express their interests at the workplace. They tend to shy away from being vocal about their rights or their dues. In other words, it is almost certain that women don’t ask for much. Whatever they fear for may not be definite or defined, but they definitely have a problem when it comes to negotiating their compensation rates as compared to their male counterparts (Booth, 2009).

275 words = 1 page double-spaced

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Jobs, Internships & Volunteering Opportunities

Hiring Reform: Improving the Federal Recruitment and Hiring Process

The President released a memorandum (11 May 2010), entitled " Improving the Federal Recruitment and Hiring Process "

What's changing?

• Elimination of Written Essays (KSAs) & Resume & Cover Letter. Applicants will no longer have to provide lengthy KSA essays in order to apply for NARA positions. Instead, applicants will respond to occupational questionnaires.
• Rule-of-Three, Out! Category Rating, In! Result is more people referred for consideration – not just the top three.
• Manager Accountability and Involvement. Managers are already actively involved in NARA's hiring process but additional resources will made available to provide support with planning current and future workforce requirements, identifying the skills required for the job, and engaging actively in the recruitment and the interviewing process. Also, accountability measures will be established for recruiting and hiring highly qualified employees and supporting their successful transition into Federal service.
• Quality and Speed of Hiring. Hiring reform seeks to improve the overall quality and speed of the hiring process. The major focus is on establishing measures, analyzing the barriers, providing training to hiring managers and providing applicants timely notification of their application status.

Hiring Reform Guidance

• OPM 18 June 2009 Hiring Reform Guidance
• OPM 11 May 2010 Comprehensive Recruitment and Hiring Reform, Implementation of the President's Memorandum of May 11, 2010
• OMB Memorandum M09-20 – Fiscal Year 2011 Budget Guidance.
• OMB Memorandum M10-19 – Fiscal Year 2012 Budget Guidance

See our Progress

• The Federal standard for "time-to-hire" is 80 days, starting from the hiring manager's initial request to fill a vacancy to the employee's start date. Although we are not there yet, NARA is committed to meeting this standard.
• See OPM's Hiring Reform Dashboard - Coming in October 2010
• Monitor hiring reform implementation – See NARA's Hiring Reform Action Plan

Latest News

• Check out OPM's Hiring Reform Website
• Hiring Reform In the News
• Follow hiring reform on OPM's facebook page and Twitter

Have Questions or Comments?

Submit your questions or comments [email protected]

Should you give job applicants an assignment during the interview process? Be thoughtful about the ask

Hiring is a time-consuming and expensive endeavor. Companies need candidates who offer the right skills and experience for a given role, and who align with their organization’s vision and mission.

To find the best fit, many companies still lean on a strategy that continues to generate debate : the assignment. Some candidates believe their experience and interviews should give prospective employers enough information to determine whether they will fit the role. Employers have to ask themselves whether they are willing to turn off a strong candidate by asking them to do additional work.

Is the assignment valuable enough to the evaluation process that they cannot move someone forward without it? Sometimes it is—sometimes they help an employer decide between two strong candidates. And if they are necessary, how can employers make assignments fair and equitable for the candidate or candidates?

When done right, assignments help assess practical skills and problem-solving abilities, giving a clearer picture of a candidate beyond what their resume or interview reveals. But employers should be thoughtful about the ask. While it may make sense for roles that require specific technical expertise or creative thinking, it isn’t appropriate for all roles—so assignments should always be given with a clear reason for why they are needed.

Plus, they don’t just benefit the employer. For job seekers, an assignment during the interview process might also help them stand out from the competition. It can also offer a window into what their day-to-day in the new role might entail. Remember that the candidate should be interviewing the company, too. Having a test run of the work they’d be asked to do is a great way to see whether they believe the role is a fit.

However, there is a rift in how people perceive the assignment as part of the interview process. Workers today span many generations, each with unique values and expectations. Whereas older workers often prioritize stability and loyalty, younger millennials and Gen Zers are more focused on flexibility and work well-being, Indeed data shows .

This mindset impacts the amount of time and energy a candidate is willing to devote to each application. After multiple rounds of interviews and prep, taking on an in-depth assignment may feel like a bridge too far—especially if the expectations for the assignment are not clearly communicated ahead of time.

Some candidates are wary of providing free labor to a company that may use their work and not hire them. Hiring managers should be clear about how the work will be used. They may also consider offering compensation if the assignment requires more than a couple hours of someone’s time, or if they plan to use the work without hiring the candidate.

The key for early career candidates in particular is to ensure their time and efforts are respected. This is a win-win for employers: By providing clarity and transparency, they not only elicit the additional information they want from candidates, but they demonstrate that the organization is transparent and fair.

Equity is also imperative: Which candidates are being asked to complete assignments? Is the hiring team consistent in giving out assignments across ages, experience levels, and roles? There should always be a process and clear evaluation criteria in place to ensure fairness.

As we adapt to the rapidly evolving world of work, we must continue to think critically about each step in the hiring process. Candidate assignments can be a valuable tool, but only with appropriate respect for job seekers’ time and contributions.

With the right strategy, we can bridge the gap between generations in the workplace and build a hiring culture that values efficiency, talent, and integrity.

Eoin Driver is the global vice president of talent at Indeed.

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Police Officer Job Requirements and Hiring Process Essay

Introduction, process of hiring, necessary skills.

There is no use denying the fact that the modern society could be taken as the complex of various institutions the efficient functioning of which guarantees its further development and prosperity. Moreover, these very institutions also provide people care and protection, making their lives easier and more comfortable. With this in mind, it is possible to say that the humanistic image of modern society promotes the growth of the interest and the level of attention devoted to these very aspects of society.

Under these conditions, police also obtain new features and tools that change its traditional way of functioning. These changes are aimed at the improvement of the efficiency and performance of the police. However, along with this changes the level of demands towards the candidates also grows as they have to be able to work under complicated conditions and in terms of all modern trends.

Thus, speaking about the process of hiring and candidates who want to become police officers, it is vital to mention several important points. First of all, one realizes the fact that a would-be police officer should satisfy the requirements that exist. It is obvious that some special training which is provided in a police academy is needed. However, not everyone could become a police officer. A person should be in an excellent shape as this sort of job implies various kinds of physical activity.

Secondly, a candidate should also be able to act in complicated and stressful situations. That is why, various psychological tests that determine the ability of a person to cope with the great level of stress are provided and help to determine whether a person is ready or not. A candidate should also have good driving skills as car chases are an integral part of the work. Besides, there are not all demands which exist, however, very often theses aspects have a great impact on hiring.

Nevertheless, in accordance with the modern requirements the process which is used to recruit law enforcement personnel consists of several stages. First of all, candidates have to answer the questions of a questionnaire and apply for the job. Thant they also have to pass the written examination which will help to determine the general level of knowledge of people who want to become police officers. The written exam is followed by the oral one. Candidates are interviewed in order to determine their sustainability for the position of Police Officer ( Police Officer Hiring Process , n.d).

This exam is also very important and helps to obtain more information about various candidates. The next step is the examination of physical skills of all candidates. It has already been mentioned that any police officer has to be in a good shape, that is why the results of physical agility tests are very important for the future career. Finally, if the results of all previous tests are satisfactory, any candidate, no matter what culture he/she belongs to (Wilson, Wilson, & Thou, 2015), could be offered a job.

Resting on the above-mentioned information, it is possible to conclude that there are some very important trends in the process of law enforcement hiring. One can realize the fact that this complicated procedure helps to bolt out unprepared people and select only the best candidates which could contribute to the development of police and its image in the region providing efficient services to people.

The given practices could be taken as rather successful as they introduce the multi-level selection of really worthy candidates. The fact is that various aspects such as the level of knowledge, physical skills, experience and stress resistance are studied. Moreover, it also helps to avoid some biased approaches and allow representatives of all genders and ethics groups to become police officers (Cordner & Cordner, 2011).

Another thing which influences the procedure of law enforcement hiring is the training provided for would-be police officers. There is no point in spending money on a person who will not be able to become a good police officer. Recruits have to attend the classes eight hours a day during for 25 weeks ( Police Officer Hiring Process , n.d). They will attend both some classes and lectures and also practical training aimed at the development of technical skills. The main aim of all these classes is to prepare a candidate for a post and work in terms of streets. That is why, the process of training is given a great deal of attention. Recruits who pass all these stages could become police officers and continue their career at some police department.

With this in mind, it is possible to make a certain conclusion. The job of a police officer implies that a candidate should have good knowledge, physical skills and be able to act under some complicated situations. That is why, to determine whether a person could be a police officer or not a certain procedure of law enforcement hiring is introduced. It analyzes the most important skills of a candidate and determines his/her future career. The given procedure could be called rather efficient as it helps to continue development of police and improve the performance of the would-be police officers.

Cordner, G., & Cordner, A. (2011). Stuck on a Plateau? Obstacles to Recruitment, Selection, and Retention of Women Police. Police Quarterly, 14 (3), 207-226. Web.

Police Officer Hiring Process . (n.d.). Web.

Wilson, C., Wilson, S., & Thou, M. (2015). Perceptions of African American Police Officers on Racial Profiling in Small Agencies. Journal of Black Studies, 46 (5), 482-505. Web.

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IvyPanda. (2020, June 16). Police Officer Job Requirements and Hiring Process. https://ivypanda.com/essays/police-officer-job-requirements-and-hiring-process/

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IvyPanda . 2020. "Police Officer Job Requirements and Hiring Process." June 16, 2020. https://ivypanda.com/essays/police-officer-job-requirements-and-hiring-process/.

1. IvyPanda . "Police Officer Job Requirements and Hiring Process." June 16, 2020. https://ivypanda.com/essays/police-officer-job-requirements-and-hiring-process/.

Bibliography

IvyPanda . "Police Officer Job Requirements and Hiring Process." June 16, 2020. https://ivypanda.com/essays/police-officer-job-requirements-and-hiring-process/.

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Career Center

Working at Idaho Central Credit Union is more than a job. It’s a place where we make a difference, not only day to day, but long term.

Why Work at ICCU

Since 1940, our mission has been to help members achieve financial success; and we have fun doing it! The culture is one where we care about each other. We are a work family, and you can feel it when you’re a part of it. Idaho Central Credit Union was named a Best Place to Work in Idaho. Plus, we are a top financially-performing credit union in the nation. Read more about ICCU here .

Growth Opportunity & Benefits

ICCU cares about its people. We often promote from within and are growing fast! Some of the benefits include:

Pay & Holidays

• Competitive Pay
• Generous Paid Time Off
• 11 Paid Holidays

Benefits & Insurance

• Medical, Dental, & Vision Insurance (ICCU covers over 85% of the premium)
• Matching 401K & Pension
• Paid Group Life & Disability Insurance
• Employee Assistance Program
• Tuition Reimbursement

Extra Perks

• Awesome Culture
• Employee Wellness Program
• Business Discounts (such as cell phone service and gym memberships)

Why The Northwest?

Idaho Central Credit Union is headquartered in Southeast Idaho, and has locations throughout the Treasure Valley, Magic Valley, Eastern Idaho, and North Idaho with growth into Washington and Oregon. Being one of the fastest-growing areas in the country, the Northwest offers some of the most desirable qualities for everyone – from skiing and hiking, to lakes and some of the greatest national parks, low cost of living and food from around the world. In the Pacific Northwest, nature is everywhere and you’ll enjoy a diverse culture, quality education, professional sports teams, a flourishing restaurant scene, a variety of festivals, and much more.

The Hiring Process

ICCU has an involved hiring process from application to interviews with hiring managers. The first step is to apply online for an open position. Once you have applied and completed all of our applicable talent assessments, our recruiting team will review your information and work to match your talents, skills, and education with the hiring criteria. Depending on the type of role for which you have applied, additional structured interviews may be required. Once the fit is determined, a job offer is extended that is contingent on background, credit, and reference checks, including a pre-employment drug screen.

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Are you ready to start your career at Idaho Central Credit Union? Discover helpful tips, learn about the benefits, and gain insight into potential career advancement opportunities.

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Senate Approves Bill to Reauthorize F.A.A. and Improve Air Travel

The Senate also passed a short-term extension of the current F.A.A. law to give the House time to clear the longer-term package early next week.

By Kayla Guo

Reporting from the Capitol

The Senate on Thursday passed legislation to reauthorize federal aviation programs for the next five years and put in place new safety measures and consumer protections for passengers, at a moment of intense uncertainty and disruption in the air travel system.

The bill , which still must win final approval in the House before becoming law, would provide more than $105 billion to the Federal Aviation Administration and another $738 million to the National Transportation Safety Board for airport modernization, technology programs and safety. It would also bolster the hiring and training of air traffic controllers, codify airlines’ refund obligations to passengers, ensure fee-free family seating and strengthen protections for passengers with disabilities.

“Aviation safety has been front of mind for millions of Americans recently, and this F.A.A. bill is the best thing Congress can do to give Americans the peace of mind they deserve,” Senator Chuck Schumer of New York, the majority leader, said on the Senate floor on Thursday evening.

It passed in an overwhelming bipartisan vote of 88 to 4, just one day before the current law is scheduled to lapse. The Senate also unanimously approved a short-term extension to allow time for the House to take up and clear the longer-term package next week, a step that would send it to President Biden.

The legislation is a bipartisan compromise negotiated over months by the Senate and House committees with jurisdiction over the F.A.A., after Congress authorized several short-term extensions of the agency when lawmakers failed to meet earlier deadlines. The House passed its version of the bill almost a year ago in a lopsided vote of 351 to 69.

Senator Maria Cantwell of Washington, chairwoman of the Commerce Committee, celebrated the bill’s provisions on consumer protections, aviation safety, air traffic controllers, airport infrastructure and work force development on the floor after passage.

“This is a big moment for aviation,” Ms. Cantwell said. “We have had safety issues and concerns that we need to make a big investment. This legislation is that investment — in safety standards, in protecting consumers and advancing a work force and technology that will allow the United States to be the gold standard in aviation.”

Senator Ted Cruz of Texas, the top Republican on the Commerce Committee, said: “This legislation is a strong, bipartisan, bicameral bill that includes hundreds of priorities for senators and representatives, both Republican and Democrat. This bill gives the FAA the safety tools it needs at a critical time.”

As one of the few remaining bills considered a must-pass item this year, the F.A.A. package, which prompted several regional disputes, became a magnet for dozens of amendments and policy riders that threatened to delay it in the Senate.

With the legislation threatening to stall, the House on Wednesday approved a one-week extension for the F.A.A. before leaving Washington for the weekend. The Senate followed suit on Thursday, steering around lingering disputes that had threatened to scuttle the effort and cause a brief lapse for the F.A.A.

The debate came at a time of acute uncertainty about the aviation system, which has had a recent spate of concerning episodes such as dangerous near collisions on runways, plane malfunctions and thousands of flight delays and cancellations.

It was unclear for much of Thursday whether the Senate would be able to push through the legislation and the extension, as senators demanded votes on amendments or threatened to block speedy passage. No amendments were ultimately brought to a vote.

The most intense regional fight was over a provision in the bill that would add five round-trip long-haul flights out of Ronald Reagan National Airport outside Washington. Proponents, which include Delta Air Lines, have said they want to expand access to the nation’s capital and increase competition.

The proposal incensed lawmakers representing the area , who argued that the airport maintains the busiest runway in the country and cannot support additional flights. Senators Tim Kaine and Mark Warner of Virginia and Benjamin L. Cardin and Chris Van Hollen of Maryland, all Democrats, filed an amendment to strike the new flights.

Mr. Kaine and Mr. Warner threatened to hold the bill up if they did not receive a vote. But Mr. Cruz blocked an effort to bring up a compromise amendment that would have given the transportation secretary the final say on new flights after considering any effects they would have on delays and passenger safety.

“The Senate abdicated its responsibility to protect the safety of the 25 million people who fly through D.C.A. every year,” Mr. Kaine and Mr. Warner said in a statement. “Some of our colleagues were too afraid to let the experts make the call. They didn’t want to show the American people that they care more about a few lawmakers’ desire for direct flights than they care about the safety and convenience of the traveling public. That is shameful and an embarrassment.”

The senators from Virginia and Maryland were the only votes against the bill.

Another group of senators failed to secure a vote on a proposal to halt the Transportation Security Administration’s expansion of facial recognition technology at airports and restrict it where it is in use.

Senators had also proposed adding a number of unrelated bills, including one that would compensate people harmed by exposure to the nation’s nuclear weapons program , legislation to fully fund the replacement of the collapsed Francis Scott Key Bridge in Baltimore, and a credit card competition measure. Senators Marsha Blackburn, Republican of Tennessee, and Richard Blumenthal, Democrat of Connecticut, were pushing for a vote on their bill to protect minors online into Thursday. None of them made it into the final product.

An earlier version of this article misstated the name of the bridge in Baltimore that collapsed. It is the Francis Scott Key Bridge, not the Francis Key Scott Bridge.

How we handle corrections

Kayla Guo covers Congress for The New York Times as the 2023-24 reporting fellow based in Washington. More about Kayla Guo

Our Coverage of Congress

Here’s the latest news and analysis from capitol hill..

Aviation Bill: The House passed legislation to reauthorize federal aviation programs  and improve air travel  at a time of intense passenger woes and dysfunction in the system, sending the bill to President Biden.

Addressing A.I.: A bipartisan group of senators released a long-awaited legislative plan for A.I. , calling for billions in funding to propel American leadership in the technology while offering few details on regulations.

A White-Collar Indictment: Representative Henry Cuellar started from humble origins, but records show he welcomed the trappings of power afforded by his position. Here’s how an indictment shattered his blue-collar image .

Biden Impeachment: A crop of freshman Democrats on the House Oversight Committee has countered Republicans’ allegations against Biden with attention-grabbing charges of their own .

Marjorie Taylor Greene: The hard-right congresswoman from Georgia failed spectacularly  in her bid to depose Speaker Mike Johnson. But for a figure who sees her power in creating chaos, the loss was the point .