Administrative Office Procedure and Management
Administrative Office Procedure and Management
TREY 3
research
The Internal Sources Are Given Below:
When this is used, employee recommend Morale is likely to increase and turnover
individual for open positions within the decrease when employees can be
organizations. Referrals give employees a promoted.
feeling of recognition or it may cause
problems if the individual referred does
not perform satisfactory. DATABANKS
The information regarding employees’ job
qualifications is stored in a computerized
databanks. This can be easily and quickly
screened to determine which employees are
presently qualified for the open position. TREY 4
research
SOURCES OF POTENTIAL
OFFICE EMPLOYEES
EXTERNAL SOURCES
The advantage of external sources
is that there will be big potential
applicant pool with new ideas to
join in the organization. The
disadvantage is the possibility of
getting or hiring mediocre to
unsatisfactory employees due to a
large number of applicant for just
one opening
TREY 5
research
The External Sources Are Given Below:
UNSOLICITED APPLICATION ADVERTISING
TREY 7
research
SOURCES OF POTENTIAL
OFFICE EMPLOYEES
OUTSOURCING
Organization turns over certain
of its function to an outside
agency that has the
specialization of recruiting,
selecting, and hiring
employees. It is also common
to outsource janitorial, security,
payroll processing, food
services, office services, etc.
TREY 8
research
Hiring people with disabilities
TREY 10
research
SCANNING RESUMES
Almost all the recruiters interviewed resort to “eye scanning” a resume, skimming is to find the key words related to
the position and power words that indicate the applicant is capable and hardworking- words like “adaptable,
innovative, problem solving”, and skills like “oral communication, ability to delegate.
A one – page resume is preferable since manager is always in a hurry to finish everything on his table.
Most employee with a proper preference like cream, grey, or white. The more conservative the industry, the more
conservative the paper. Manufacturing seems to prefer white, banking, beige. All notice a high quality paper, and all
discard error- laden resumes. These employers want be able to pick out an applicant’s qualifications and experience
at a glance, so they like bullets, boldfacing, and lists.
They want to see month and year for employment histories, because they sniff out gaps. They expect the resume to
have a professional appearance, with a balanced layout, good use of white space, and graphic elements. Employers
also want an easily readable font, not a fancy script.
09482481675 [email protected]
Age: 19
Birthday: April 26, 2002
PERSONAL Religion: Roman Catholic
INFORMATION: Civil Status: Single
Mother’s Name: Edna A. Barrogo
Father’s Name: Rolando C. Barrogo
Communication Skills
Determination
SKILLS: People Management Skills
Time Management
Leadership
I attest that the above information is all true and correct to the best of my
knowledge and ability.
ATTESTATION:
RONALYN BARROGO
TREY 12
research
THE INTERVIEW
Employers now often try to reduce the list of candidate further by conducting
telephone interviews. They note the applicant’s ability to discuss education, job
history, and current interest on the telephone. Those who cannot remember
specifics are not invited for a formal interview. Neither are those who sound sleepy
at ten a.m. The telephone interview may also screen out applicants with accents.
The applicant who survives the telephone interview still faces a challenge. The formal
interview really begins as soon as the applicant arrives at the site. His or her actions
may be noted even out in the parking lot. Almost assuredly, the way the applicant acts
in the waiting room will be reported to the interviewer. Interviewers frequently sneak
out, ostensibly for a cup of coffee, to scope out the applicant unobserved. In fact, the
interviewer may even be substituting at the reception desk.
TREY 13
research
Most recruiters size up the applicant very early in the interview. Appearance does matter.
Even in casual workplaces, applicants are expected to look professional. For men, that
generally means a suit and tie, or perhaps for some technician positions, pressed slacks and
shirt and tie. For women, a suit is generally appropriate, although dresses and even tailored
slacks are acceptable. Women and men are cautioned against los of jewelry or trendy looks.
Many employers dislike long hair on men. Heavy makeup and strong perfume or cologne can
also beThe typicalModeration
problems. interview in
process iscolor
style and around twochoices.
are safe or three hours long-
even for an entry level position. The HR person may initially
interview the applicant for thirty minutes, discussing qualifications
and explaining the job. Then, if the applicant is still in the running,
department heads may take a turn interviewing the applicant. A
panel of people may even be lined up to grill him or her. Finally, in
this age of teamwork, the team, that the applicant will be joining
often gets a chance to talk with the applicant to see if he or she will
fit in with the team. These possibilities are just the typical interview
scenarios. TREY 14
research
Teleconference interviews happen occasionally. Horror stories exist of all- day.
Saturday sessions for prospective technicians, where they are given puzzles and
scenario questions to work out individually or as a team. They might be asked to plan
what they would need to keep from a shipwreck if they were stranded on a desert
island, or they might be asked what they would do if a co worker took credit for an idea
they had originated. Applicants are judged by their ability to think on their feet.
Employers interviewed also provided examples of question they frequently ask in
interviews. These questions are designed to explore educational background and
work experience, certainly. But today’s HR manager is also interested in discovering
the style of management the employee responds best to. That is the reason behind
the question. “which manager did you like the best?” personal attributes like
flexibility and enthusiasm count, too. Employers do not like to have to coax people
into talking about the job.
TREY 17
research
GOODLUCK ! ! !
ACTIVITY
8. The typical interview process is around __________ hours long- even for an entry level
position.
9. They expect the ______ to have a professional appearance, with a
balanced layout, good use of white space, and graphic elements.
Employers also want an easily readable font, not a fancy script.