I have done answer for task 1 and task 2, please answer for task 3,4,5 and task 6.

I am going to provide you task 1 and task 2, written by me:

Answer should be based on job description, given below:

Please please please answer me for task 3-6.

please answer for task 3,45 and 6. its very urgent qnd due this evening.

vo Sent Final Assignment In this assignment, you will simulate the process of recruiting and selecting employees. The assignment is divided into six tasks: 1. Select on of the job descriptions that are provided ( points). 2. Select a recruitment strategy (15 points). 3. Prepare a job announcement for print media (10 points) 4. Identify applicant screening criteria (15 points) 5. Prepare an applicant interview questionnaire (15 points). 6. Develop an applicant evaluation scoresheet (10 points) Each task is discussed in the text or handouts on the course web page and will be covered during class. You may use this material as a guide while preparing your assignment, but you cannot simply duplicate it. Submit the following for each task: The required document(s) in finished, professional form (including content and formatting) A brief discussion explaining the significance of the task, where and how it fits into the overall recruitment and selection process, and how you organized and accomplished it. Be sure to explain and justify your decisions and choices. Suggested items for discussion are indicated for each task. * "A brief discussion" means a couple of paragraphs The assignment is worth 65 marks. See the Course Schedule for the due date. Task 1: Select a Job Description 1. Select a job description that you will use throughout this assignment. Keep in mind that to complete this assignment successfully, you'll need to know something about what this job requires and about the sector it's in. 2. In your discussion, be sure to consider the structure of the job description as well as its contents. Task 2: Select a Recruitment Strategy 1. Using the textbook and PowerPoint slides, select the most appropriate strategy (external, internal, or both) to recruit applicants for the job description you selected. 2. Keeping in mind that the purpose of recruitment is to generate a pool of qualified applicants while minimizing the number of unqualified applicants, identify several methods of recruiting applicants for this position. 3. In your discussion, explain your reasons for your choices of strategy and methods. Also provide examples for each recruitment method you choose. Task 3: Prepare a Job Announcement for Social Media 1 Write a job announcement for social media (ee, LinkedIn, Twitter, Facebook professional associations, etc.) 2. Format the job announcement so it appears as you would want it to in print 3 In your discussion, consider whether the content, organization, and appearance of the job announcement might be different if it were intended for use on the web. Also consider if there might differences between the audiences for print job announcements and web job announcements, and what issues might be raised by these differences 4. Please note that this should not be a replica of the job description rather, a scaled back version of the job for the purpose of candidate attraction Task 4: Identify Applicant Screening Criteria 1. Ust the criteria used to distinguish between qualified and unqualified applicants for this position (A) 2 List the criteria used to rank-order qualified applicants. List in order from most to least important (B) 3. What materials would you require people to submit when applying for this position? List What additional materials might you suggest or recommend be submitted List What information is required to use each of the criteria in A and B? From what sourcels) would you obtain that information? in your discussion, identify the sources) of the criteria in 4A and 43 above. Be sure to mention the standard that all such criteria must meet 4 5 6 Coming Voice Task 5: Prepare an Applicant interview Questionnaire 1. A. Prepare a questionnaire to use when interviewing qualified applicants for this position. Assume that only the top five applicants will be interviewed, based on the screening criteria identified in Task 4. 2. B. Organize this questionnaire exactly as you would use it while interviewing applicants, including rubrics for recording and/or scoring applicants' responses to questions 3. C. In your discussion, be sure to address the following points The screening criteria from Task 4 that each question measures The purpose of each question, ie, the type of information and/or response each question is intended to generate Task 6: Develop an Applicant Evaluation Scoresheet 1. Develop a scoresheet for rating applicants for this position based on the criteria from Task 4. Organize the scoresheet into whatever categories you think are appropriate List items in order from most to least important and indicate which Task 4 criterio each item Include rubries for scoring applicants. Rubrics should be designed to (a) maximize objectivity and (b) ensure that scoring is evidence-based. 2. In your discussion, be sure to address the following points: The source(s) of information to be used for each item on the scoresheet. How the rank ordering of items from most to least important is included in the scoring rubric How the information collected contributes to objectivity How the information collected is evidence-based. Finally, please make sure to organize the plan in the same format as above. I will also require you to have a tile page which includes the following: scores. AaBbCD AaBbCD AaBb C AaBbccc 1 Normal 1 No Spac... Heading 1 Heading 2 Paragraph Find Replace Select Editing D Styles Task 1: Select a Job Description V . . The expected set of responsibilities got to precisely reflect the obligations, and duties of the position. When proficient, it creates an insightful picture of business and depiction not only portrays the position's obligations, it sets the motivation for enrolling, creating and ability and together makes way for ideal work execution by enlightening duties, anticipated outcomes, and investigation of execution It's together a truly fundamental segment to keep up scholarly degree just pay framework and ensuring lawful consistence. The report had the opportunity to be returned to and refreshed in accordance with the yearly exhibition investigation cycle. The work depiction contains abundant information to explain significant obligations and fundamental capacities as they exist today. They give the data important to group the position, not the individual; along these lines, they are "officeholder unbiased" scholastic degree not upheld related explicit nature of an occupant The report mustn't accept everything about except, and what work is performed consequently. it stays valuable even once minor changes happen Sets of expectations are composed as a joint exertion among manager and representative, notwithstanding, the boss should support. The work portrayal contains the following segments: work title, work reason, work obligations and duties, required capabilities, most well known capabilities and managing conditions Occupation Title the work Title might be a transient depiction of the obligation that mirrors the substance, reason, and extent of the obligation and is per diverse occupation titles of similar jobs inside Wright State University). Models incorporate authority, Associate Director insufficiency Services, Associate Registrar, Director Student Health Services, Facilities Planner, Grants regulator, Budget Analyst, scholarly Designer, Manager Desktop Services, and Manager tutelary Services A pointed characterize of Job Duties and Responsibilities This segment contains a high level perspective on the obligations, and duties allocated to the work together commented because of the fundamental capacities They portray the essential idea of the obligation that possesses related curiously large extent of the worker's time. A few interesting points: embrace educational expressions that explain why, how, where or, in any case, here and there the undertakings, and obligations unit performed Renrecent considerable authority in the result of errands Stunnnes of dirert or roundabout . . '' EC the worker's time. A few interesting points: embrace educational expressions that explain why, how, where or, in any case, here and there the undertakings, and obligations unit performed. Represent considerable authority in the result of errands. Set up zones of direct, or roundabout accountabilities. Depict the degree and kind of asset or money obligations Depict the personality of contact, individuals reached, and furthermore the degree to which the occupant will move with others inside and out of entryways of the University. Rundown work obligations that reflect the position prerequisites and assurance they don't appear to be basically founded on the capacities of any one person. On the off chance that relevant, along with address the sort of superordinate obligation that is normal from this job. Detail the degree of the work's position to lease, discipline, end, allot work, train, and evaluate the exhibition of subordinates. This might be either a different occupation obligation or noted in various occupation obligations as satisfactory. The following records different degrees of management: offer course to various people. Regulates, enlists, trains, gives work heading, and critical thinking encourage for understudy laborers. . . . Together administers the day by day activities of various representatives. Oversees representatives, close by employing, programming and task work, assessing execution, and suggests installment can expand advancements, moves, downgrades, or terminations Oversees others through subordinate bosses. The work obligations had the chance to be recorded as per their significance or potentially recurrence that they are performed They are normally introduced in partner passing bulleted or numbered design, comprising of generally ceparate nhlications with all relegated a "nerrent of the time adding to 1 nose that . Paragraph Styles Cung Lions Drequire anyway p.cursum UTETIT Unce to be jume WILT Vandes obligations or distant from the obligation portrayal. Editing Task 2: Select a Recruitment Strategy . . . An achievement methodology could be a reasonable plan that clarifies which jobs you'll select for, when, why and the way. It should be attached to your general organization targets. Your procedure ought to be feasible to carry out and easy to talk. Though you'll change your methodologies, the procedure ought to be clear. You ought to consistently be agonizing about anyway you separate your organization from your rivals, and the manner in which you'll be a ton of enticines prospect for possible competitors. Give shut consideration to all or any parts of the achievement technique, and the form game plan changes over time once important - while, holding firm to your achievement methodology You should audit your general achievement system yearly to shape the specific it ties in alongside your more extensive business targets, It's essential that everyone inside the organization comprehends your objectives - subsequently be clear and transmitted with respect to what achievement seems like and the manner in which you'll arrive. In the event that your organization should adjust rapidly to an arbitrary market, recruiting perpetual specialists probably won't be the legitimate decision Your methodology should accept a thought for brief laborers and workers for hire to shroud comes that are without a doubt to fluctuate at a short notification Utilize your organization goals to spot creating zones of the business, at that point select the abilities you'll prevail in Your achievement system should accept ways that to search out and produce new abilities into the corporate Bosses normally target progressed advanced and specialized abilities, nonetheless, you should conjointly consider conveyance in applicants with very surprising encounters. Ensure your chief's entire and message are alluring to your crowd, strikingly over web-based media. A broadly realized entire could be a colossal highlight capable occupation trackers Be open and clear in regards to the organization's working society to ensure you draw in up-and- comers which will coordinate with your business. To extent your hands wou'll in that relas come cerinus enerov and accets Make life to . . . . . . Editing Application Developer Brock University A Day in the Life... Reporting to the Application Architect, the Application Developer provides web-based development for University administrative systems, including registration, student records, alumni and other systems. As the Application Developer, you will: . . . . . Develop new web pages and stored procedures as designed with the appropriate validation checks. Maintain and enhance existing systems. Provide time estimates for development tasks. Provide regular updates to the Business Analyst Test and debug all programs and webpages, providing test scenarios and results to Business Analyst. Identify and share issues and solutions with other developers to improve productivity. Offer suggestions for improvements to system designs. Troubleshoot software problems and implement solutions. Adhere to development standards and procedures. Complete all documentation and work tickets as required. Make enhancements to existing systems and ensure documentation is updated. . What you Need to Succeed... . . . An undergraduate degree or college diploma in a relevant discipline (e.g. Computer Science). Demonstrated experience with systems analysis webpage design and development against a database. Working knowledge and ability to design webpages. The ability to utilize current development tools (VB.Net. ASP.Net. SOL HTML. Tscripc, Java ecc.). Working knowledge of SQL servers. Demonstrated knowledge of Microsoft desktop products. The ability to interact effectively with a diverse population at all levels. Excellent written, oral, and interpersonal communication skills. Excellent organizational and prioritization sills with the ability to multiusk in a fast-paced environment with changing deadlines. Strong judgement analytical and problem solving skills. . . . . Stay in protected View Enable Editing Excellent organizational and prioritization skills with the ability to multitask in a fast-paced environment with changing deadlines Strong judgement, analytical, and problem solving skills. A high level of accuracy and alertness for decisions made, information given, materials processed, particularly under strict deadlines. . Salary and Benefit Information Job Grade: J 546,985 - 562.403 per annum This position includes full comprehensive benefits coverage including tuition waiver. . The salary range indicated is representative of all positions evaluated at this level. Actual salary is determined by assessing related skills, experience internal equity and market competitiveness, subject to available budget Please apply on our Brock Careers Site via: vo Sent Final Assignment In this assignment, you will simulate the process of recruiting and selecting employees. The assignment is divided into six tasks: 1. Select on of the job descriptions that are provided ( points). 2. Select a recruitment strategy (15 points). 3. Prepare a job announcement for print media (10 points) 4. Identify applicant screening criteria (15 points) 5. Prepare an applicant interview questionnaire (15 points). 6. Develop an applicant evaluation scoresheet (10 points) Each task is discussed in the text or handouts on the course web page and will be covered during class. You may use this material as a guide while preparing your assignment, but you cannot simply duplicate it. Submit the following for each task: The required document(s) in finished, professional form (including content and formatting) A brief discussion explaining the significance of the task, where and how it fits into the overall recruitment and selection process, and how you organized and accomplished it. Be sure to explain and justify your decisions and choices. Suggested items for discussion are indicated for each task. * "A brief discussion" means a couple of paragraphs The assignment is worth 65 marks. See the Course Schedule for the due date. Task 1: Select a Job Description 1. Select a job description that you will use throughout this assignment. Keep in mind that to complete this assignment successfully, you'll need to know something about what this job requires and about the sector it's in. 2. In your discussion, be sure to consider the structure of the job description as well as its contents. Task 2: Select a Recruitment Strategy 1. Using the textbook and PowerPoint slides, select the most appropriate strategy (external, internal, or both) to recruit applicants for the job description you selected. 2. Keeping in mind that the purpose of recruitment is to generate a pool of qualified applicants while minimizing the number of unqualified applicants, identify several methods of recruiting applicants for this position. 3. In your discussion, explain your reasons for your choices of strategy and methods. Also provide examples for each recruitment method you choose. Task 3: Prepare a Job Announcement for Social Media 1 Write a job announcement for social media (ee, LinkedIn, Twitter, Facebook professional associations, etc.) 2. Format the job announcement so it appears as you would want it to in print 3 In your discussion, consider whether the content, organization, and appearance of the job announcement might be different if it were intended for use on the web. Also consider if there might differences between the audiences for print job announcements and web job announcements, and what issues might be raised by these differences 4. Please note that this should not be a replica of the job description rather, a scaled back version of the job for the purpose of candidate attraction Task 4: Identify Applicant Screening Criteria 1. Ust the criteria used to distinguish between qualified and unqualified applicants for this position (A) 2 List the criteria used to rank-order qualified applicants. List in order from most to least important (B) 3. What materials would you require people to submit when applying for this position? List What additional materials might you suggest or recommend be submitted List What information is required to use each of the criteria in A and B? From what sourcels) would you obtain that information? in your discussion, identify the sources) of the criteria in 4A and 43 above. Be sure to mention the standard that all such criteria must meet 4 5 6 Coming Voice Task 5: Prepare an Applicant interview Questionnaire 1. A. Prepare a questionnaire to use when interviewing qualified applicants for this position. Assume that only the top five applicants will be interviewed, based on the screening criteria identified in Task 4. 2. B. Organize this questionnaire exactly as you would use it while interviewing applicants, including rubrics for recording and/or scoring applicants' responses to questions 3. C. In your discussion, be sure to address the following points The screening criteria from Task 4 that each question measures The purpose of each question, ie, the type of information and/or response each question is intended to generate Task 6: Develop an Applicant Evaluation Scoresheet 1. Develop a scoresheet for rating applicants for this position based on the criteria from Task 4. Organize the scoresheet into whatever categories you think are appropriate List items in order from most to least important and indicate which Task 4 criterio each item Include rubries for scoring applicants. Rubrics should be designed to (a) maximize objectivity and (b) ensure that scoring is evidence-based. 2. In your discussion, be sure to address the following points: The source(s) of information to be used for each item on the scoresheet. How the rank ordering of items from most to least important is included in the scoring rubric How the information collected contributes to objectivity How the information collected is evidence-based. Finally, please make sure to organize the plan in the same format as above. I will also require you to have a tile page which includes the following: scores. AaBbCD AaBbCD AaBb C AaBbccc 1 Normal 1 No Spac... Heading 1 Heading 2 Paragraph Find Replace Select Editing D Styles Task 1: Select a Job Description V . . The expected set of responsibilities got to precisely reflect the obligations, and duties of the position. When proficient, it creates an insightful picture of business and depiction not only portrays the position's obligations, it sets the motivation for enrolling, creating and ability and together makes way for ideal work execution by enlightening duties, anticipated outcomes, and investigation of execution It's together a truly fundamental segment to keep up scholarly degree just pay framework and ensuring lawful consistence. The report had the opportunity to be returned to and refreshed in accordance with the yearly exhibition investigation cycle. The work depiction contains abundant information to explain significant obligations and fundamental capacities as they exist today. They give the data important to group the position, not the individual; along these lines, they are "officeholder unbiased" scholastic degree not upheld related explicit nature of an occupant The report mustn't accept everything about except, and what work is performed consequently. it stays valuable even once minor changes happen Sets of expectations are composed as a joint exertion among manager and representative, notwithstanding, the boss should support. The work portrayal contains the following segments: work title, work reason, work obligations and duties, required capabilities, most well known capabilities and managing conditions Occupation Title the work Title might be a transient depiction of the obligation that mirrors the substance, reason, and extent of the obligation and is per diverse occupation titles of similar jobs inside Wright State University). Models incorporate authority, Associate Director insufficiency Services, Associate Registrar, Director Student Health Services, Facilities Planner, Grants regulator, Budget Analyst, scholarly Designer, Manager Desktop Services, and Manager tutelary Services A pointed characterize of Job Duties and Responsibilities This segment contains a high level perspective on the obligations, and duties allocated to the work together commented because of the fundamental capacities They portray the essential idea of the obligation that possesses related curiously large extent of the worker's time. A few interesting points: embrace educational expressions that explain why, how, where or, in any case, here and there the undertakings, and obligations unit performed Renrecent considerable authority in the result of errands Stunnnes of dirert or roundabout . . '' EC the worker's time. A few interesting points: embrace educational expressions that explain why, how, where or, in any case, here and there the undertakings, and obligations unit performed. Represent considerable authority in the result of errands. Set up zones of direct, or roundabout accountabilities. Depict the degree and kind of asset or money obligations Depict the personality of contact, individuals reached, and furthermore the degree to which the occupant will move with others inside and out of entryways of the University. Rundown work obligations that reflect the position prerequisites and assurance they don't appear to be basically founded on the capacities of any one person. On the off chance that relevant, along with address the sort of superordinate obligation that is normal from this job. Detail the degree of the work's position to lease, discipline, end, allot work, train, and evaluate the exhibition of subordinates. This might be either a different occupation obligation or noted in various occupation obligations as satisfactory. The following records different degrees of management: offer course to various people. Regulates, enlists, trains, gives work heading, and critical thinking encourage for understudy laborers. . . . Together administers the day by day activities of various representatives. Oversees representatives, close by employing, programming and task work, assessing execution, and suggests installment can expand advancements, moves, downgrades, or terminations Oversees others through subordinate bosses. The work obligations had the chance to be recorded as per their significance or potentially recurrence that they are performed They are normally introduced in partner passing bulleted or numbered design, comprising of generally ceparate nhlications with all relegated a "nerrent of the time adding to 1 nose that . Paragraph Styles Cung Lions Drequire anyway p.cursum UTETIT Unce to be jume WILT Vandes obligations or distant from the obligation portrayal. Editing Task 2: Select a Recruitment Strategy . . . An achievement methodology could be a reasonable plan that clarifies which jobs you'll select for, when, why and the way. It should be attached to your general organization targets. Your procedure ought to be feasible to carry out and easy to talk. Though you'll change your methodologies, the procedure ought to be clear. You ought to consistently be agonizing about anyway you separate your organization from your rivals, and the manner in which you'll be a ton of enticines prospect for possible competitors. Give shut consideration to all or any parts of the achievement technique, and the form game plan changes over time once important - while, holding firm to your achievement methodology You should audit your general achievement system yearly to shape the specific it ties in alongside your more extensive business targets, It's essential that everyone inside the organization comprehends your objectives - subsequently be clear and transmitted with respect to what achievement seems like and the manner in which you'll arrive. In the event that your organization should adjust rapidly to an arbitrary market, recruiting perpetual specialists probably won't be the legitimate decision Your methodology should accept a thought for brief laborers and workers for hire to shroud comes that are without a doubt to fluctuate at a short notification Utilize your organization goals to spot creating zones of the business, at that point select the abilities you'll prevail in Your achievement system should accept ways that to search out and produce new abilities into the corporate Bosses normally target progressed advanced and specialized abilities, nonetheless, you should conjointly consider conveyance in applicants with very surprising encounters. Ensure your chief's entire and message are alluring to your crowd, strikingly over web-based media. A broadly realized entire could be a colossal highlight capable occupation trackers Be open and clear in regards to the organization's working society to ensure you draw in up-and- comers which will coordinate with your business. To extent your hands wou'll in that relas come cerinus enerov and accets Make life to . . . . . . Editing Application Developer Brock University A Day in the Life... Reporting to the Application Architect, the Application Developer provides web-based development for University administrative systems, including registration, student records, alumni and other systems. As the Application Developer, you will: . . . . . Develop new web pages and stored procedures as designed with the appropriate validation checks. Maintain and enhance existing systems. Provide time estimates for development tasks. Provide regular updates to the Business Analyst Test and debug all programs and webpages, providing test scenarios and results to Business Analyst. Identify and share issues and solutions with other developers to improve productivity. Offer suggestions for improvements to system designs. Troubleshoot software problems and implement solutions. Adhere to development standards and procedures. Complete all documentation and work tickets as required. Make enhancements to existing systems and ensure documentation is updated. . What you Need to Succeed... . . . An undergraduate degree or college diploma in a relevant discipline (e.g. Computer Science). Demonstrated experience with systems analysis webpage design and development against a database. Working knowledge and ability to design webpages. The ability to utilize current development tools (VB.Net. ASP.Net. SOL HTML. Tscripc, Java ecc.). Working knowledge of SQL servers. Demonstrated knowledge of Microsoft desktop products. The ability to interact effectively with a diverse population at all levels. Excellent written, oral, and interpersonal communication skills. Excellent organizational and prioritization sills with the ability to multiusk in a fast-paced environment with changing deadlines. Strong judgement analytical and problem solving skills. . . . . Stay in protected View Enable Editing Excellent organizational and prioritization skills with the ability to multitask in a fast-paced environment with changing deadlines Strong judgement, analytical, and problem solving skills. A high level of accuracy and alertness for decisions made, information given, materials processed, particularly under strict deadlines. . Salary and Benefit Information Job Grade: J 546,985 - 562.403 per annum This position includes full comprehensive benefits coverage including tuition waiver. . The salary range indicated is representative of all positions evaluated at this level. Actual salary is determined by assessing related skills, experience internal equity and market competitiveness, subject to available budget Please apply on our Brock Careers Site via