Required (Minimum) Qualifications: These describe the minimum level of qualifications needed for an individual to perform the essential functions of the position. They include education, licensure or certification, and any measurable and job-related experience.

These qualifications include:

• Work experience – types and amounts (years) of work experience.
• Skills (soft skills and/or technical skills)
• Specific knowledge.
• Education level and type.
• Professional licenses, accreditations and certifications.
• Personal qualities and attributes.
• Languages.
• Physical abilities.

Also known as employee specifications, a job specification is a written statement of educational qualifications, specific qualities, level of experience, physical, emotional, technical and communication skills required to perform a job, responsibilities involved in a job and other unusual sensory demands.

16) Which of the following refers to the human requirements needed for a job, such as education, skills, and personality? Explanation: A) Job specifications are the human requirements needed for a particular job like education, skills, and personality.

15 Steps of the Hiring Process

1. Identify the hiring need. The hiring process begins by identifying a need within your organization.
2. Devise A Recruitment Plan.
3. Write a job description.
4. Advertise the Position.
5. Recruit the Position.
6. Review Applications.
7. Phone Interview/Initial Screening.
8. Interviews.

Explanation: The primary reason to use a position analysis questionnaire is to gather quantitative data that enables managers to compare jobs for pay purposes. Although a PAQ provides quantitative data, businesses are not required by EEO laws to use them.

Each job element is rated on six scales: extent of use, importance, time, possibility of occurrence, applicability, and a special code for certain jobs. Job analysts or supervisors usually complete the position analysis questionnaire.

Purpose of Position Information Questionnaire (PIQ) The attached PIQ is intended to gather current information on Institution jobs in a consistent, systematic way, while still providing you with the opportunity to describe the particulars of your job.

The Common Metric Questionnaire (CMQ) is targeted toward both exempt and nonexempt jobs. It has five sections: (1) Background, (2) Contacts with People, (3) Decision Making, (4) Physical and Mechanical Activities, and (5) Work Setting.

Narrative job analysis. Most common approach to job analysis. Have one or more SMEs prepare a written narrative or text description of the job. Fleishman job analysis. Defines abilities as the enduring attributes of individuals that account for differences in performance.

The Job Analysis Questionnaire (JAQ) is a tool used to evaluate job classifications and create job descriptions. It is not used to evaluate performance, but rather to relate the duties performed, decisions made, and the skills needed. Read the entire questionnaire before completing any of the questions.

Position analysis questionnaire (PAQ) is a job analysis questionnaire that evaluates job skill level and basic characteristics of applicants for a set match of employment opportunity. The PAQ method involves a series of detailed questioning to produce many analysis reports.

The person analyzing a job determines whether each item on the Position Analysis Questionnaire (PAQ) applies to the job being analyzed. The purpose of industrial engineering is to maximize efficiency. Ergonomics focuses on outcomes such as reducing physical fatigue, aches and pains, and health complaints.

A job evaluation is a systematic way of determining the value/worth of a job in relation to other jobs in an organization. It tries to make a systematic comparison between jobs to assess their relative worth for the purpose of establishing a rational pay structure.

DEFINITIONS. Job analysis. A job analysis identifies the competencies/KSAs directly related to performance on the job. It is a systematic procedure for gathering, documenting, and analyzing information about the content, context, and requirements of the job.

• Observation;
• Surveys/Questionnaires;
• Key consultation;
• Print media;
• Interviews;
• Group discussion;
• Tests;
• Records and reports; and.

How to Analyze a Job Description to Boost Your Job Search

1. Step 1: Look beyond the job title. You must play detective and exercise discipline to see past a catchy job title.
2. Step 2: Determine how close of a match you are.
3. Step 3: Look out for hidden questions and red flags.

13 Top Recruiting Strategies to Use in 2020

• Step up your job advert game.
• Get on the programmatic job advertising bandwagon.
• Build a talent pool.
• Create an employee referral program.
• Cater to Generation Z.
• Make internal mobility a priority.
• Get serious about your Employer Brand and EVP.
• Engage with passive candidates.

8 Employee Recruitment Strategies to Improve Your Hiring Process

• Develop a Clear Employer Brand.
• Create Job Posts That Reflect Your Company.
• Use Social Media.
• Invest in an Applicant Tracking System.
• Explore Niche Job Boards.
• Consider College Recruiting.
• Find Passive Candidates and Let Them Know You Want Them.

4.3 Recruitment Strategies

• Recruiters. Some organizations choose to have specific individuals working for them who focus solely on the recruiting function of HR.
• Campus Recruiting.
• Professional Associations.
• Websites.
• Social Media.
• Events.
• Special/Specific Interest Groups (SIGs)
• Referrals.

11 Ways to Attract Candidates With the Highest Talent Potential

1. Offer great perks and compensation.
2. Build a strong employer brand.
3. Make team building a top priority.
4. Outperform your competitors.
5. Don’t limit yourself geographically.
6. Create an awesome company culture.
7. Offer lots of professional development opportunities.
8. Promote candidates internally.

Follow these steps to attract and retain top talent.

• Know your company’s mission and values. Identify the most important skills and values for your company.
• Build an employee-focused culture. Consider what you can offer employees.
• Involve employees in recruiting.
• Get out and meet people.
• Connect online.

Attracting and retaining top talent has become increasingly challenging over the past few years….6 Steps for Attracting and Retaining Top Talent in 2020

1. Offer Competitive Pay.
2. Provide Unique Benefits.
3. Focus On Diversity.
4. Recruit Via Social Media.
5. Create A Remote Workforce.
6. Offer Continuous Learning.

Recruitment strategy examples for hiring process stages

• Finding clients.
• Getting job orders.
• Sourcing candidates.
• Recruiting candidates.
• Closing placements.
• Collecting fees.
• Avoiding fall-offs.

10 Ways how to Attract and Retain Customers

1. Word of Mouth. First of all, there’s word-of-mouth.
2. Giveaways.
3. Discounts, Sales and Loyalty Programs.
4. Make It Like Competition.
5. Interesting Web Site.
6. Get Listed on Popular Local Directories.
7. Social Media.
8. Online Advertising.

Here are some techniques you can implement to improve customer loyalty and retention.

1. Find Ways to Delight Your Customers.
2. Be Genuine When You Engage With Your Customers.
3. Make it Easy for Customers to Reach You.
4. Continue to Show Them How Your Company Adds Value.

Here are a few ways companies can improve customer retention:

1. Give great service. Customer retention is fickle when customer service is lacking.
2. Be quick to resolve issues. Not every product works exactly right and sometimes paid services don¹t meet expectations.
3. Keep in touch.
4. Reward loyalty.
5. Thank your customers.