4
.docx
keyboard_arrow_up
School
Tarrant County College, Fort Worth *
*We aren’t endorsed by this school
Course
1305
Subject
Management
Date
May 4, 2024
Type
docx
Pages
2
Uploaded by adblack1983 on coursehero.com
4. Supplementing a Résumé
Some candidates choose to highlight their career accomplishments through two additional tools that supplement the résumé: professional portfolios and employment videos.
Read the scenario about preparing a professional portfolio, and then answer the question.
Kieron is an assistant curator at a local art museum. Kieron would like to make a career move to another museum and assume a management position. Kieron is preparing a digital professional portfolio to supplement a traditional résumé.
What possible items should Kieron will include a professional portfolio?
Check all that apply.
Personal contact information for Kieron’s immediate supervisor
Performance reviews
Medical records certifying Kieron is fit to work
Certificates and degrees from professional training programs
Points:
1 / 1
Close Explanation
Explanation:
Kieron might include performance reviews, certificates, and degrees from professional training programs. These items will give potential employers a more robust picture of personal qualifications. Kieron should not include medical records certifying fitness to work or personal contact information for Kieron’s immediate supervisor because the portfolio may be publicly accessed. Always protect your privacy online. Additionally, medical records are information that may lead to discriminatory hiring. Refer to 13-4: Supplementing a Résumé.
Video recordings can be used to extend the impact of a printed résumé. A video résumé should
showcase your key qualifications and allow your potential employer a glimpse of your abilities.
Points:
1 / 1
Close Explanation
Explanation:
Video résumés should showcase your key qualifications and reflect your personality. Video résumés do
not need to reveal multimedia expertise; however, they should be professional and thoughtfully composed. Video résumés add differentiation in how you market yourself. Highlighting your personal appearance is not wise and may lead to discriminatory hiring practices. Refer to 13-4: Supplementing a
Résumé.
Consider the scenario about supplementing a résumé, and then answer the question.
Finnian preparing a series of video clips to augment a traditional résumé. Finnian wants to highlight well-developed, public-speaking skills.
What advice would you give Finnian before preparing the video clips?
Edit your video to eliminate dead air and imperfections
Speak in 10-minute segments
Use only full-body shots to catch your hand gestures on film
Points:
1 / 1
Close Explanation
Explanation:
Finnian should edit the video to eliminate dead air and imperfections. Finnian should use both close-up
and full-body shots, depending on what Finnian wants to emphasize. Finnian should keep the segments to less than 10 minutes in length. Ten minutes is too long for a résumé video clip. Refer to 13-4: Supplementing a Résumé.
Yijun would like to update the digital portfolio to better highlight the skills and abilities. Which of the following should be included in the professional profile section of Alexis’ digital portfolio?
Include an address with the reference listing
Use action verbs and do not list references
Use more personal pronouns
Points:
1 / 1
Close Explanation
Explanation:
Yijun should use action verbs and avoid personal pronouns in the professional profile. Yijun should also avoid using a reference and contact information, to protect the privacy of the reference. Refer to 13-4: Supplementing a Résumé.
Your preview ends here
Eager to read complete document? Join bartleby learn and gain access to the full version
- Access to all documents
- Unlimited textbook solutions
- 24/7 expert homework help
Related Questions
3) Suppose your organization needs to hire several computer programmers, and you are reviewing
resumes you obtained from online services. What kinds of information will you want to gather
from the "work experience" potion of these resumes? What kind of information you will
gather from the "education" portion of these resumes? What method would you use for
verifying or exploring this information.
4) Draw and discuss the Strategic modol of troining
arrow_forward
This question is for my business communications class… my assignment is to submit a resume and cover letter. I discontinued college in 2016, restarted this year and expect to graduate in the summer of 2024. How would I write that in the education section of the resume?
arrow_forward
Assume you are the HR Manager of an organization and you were assigned to prepare a jobdesign for the position of a Secretary and a Messenger.1. Create the job specifications/requirements for the 2 jobs that will be advertised in anewspaper.2. Prepare the job descriptions of a Secretary and a Messenger.
arrow_forward
Your old roommate from college was recently let go from his firm during a wave of employee terminations to reduce costs. You two have kept in touch over the six years since school, and he has asked you to help him get a position in the IT organization where you work. You offered to review his resume, make sure that it gets to the "right person," and even put in a good work for him. However, as you read the resume, it is obvious that your friend has greatly exaggerated his accomplishments at his former place of work and even added some IT-related certifications you are sure he never earned. What would you do? Use the five-step decision making process to answer the question.
arrow_forward
C
Great idea! First, we need to see who ha
applied.
Tim
Here is an example of a resume that we
received. Similar information is provided
on the other resumes.
What information should we examine on
applicants' resumes to determine who to
move to the next step in the process?
Materials on the right have been updated >>
Select all that apply, then click Submit below
Certifications and education
Relevant work experience
Hobbies and pastimes
Marital status
72°F
Mostly cloudy
Submit
Hobb
Cook
Q Search
arrow_forward
They handle the invention, development, and production of the product or service.
a.
Manufacturer
O b. Consignment
O c. Distributors
O d. Agents
The following are avenues wherein candidates are sourced out as manpower of a business except:
O a. employment agencies
Ob.
the applicant himself
O C.
manpower agencies
O d. walk ins
Job Description is the summary of what will the employee will do.
Select one:
O True
O False
arrow_forward
Suppose you are a hiring manager for a large firm. You have two almost identical resumes for a position. The going rate (salary) for the position is $45,000. The job candidates are both graduates from a state university, same major, about the same age, and same gender (race unknown). The academic background is roughly the same. But one is a good candidate (personality, easy going, a “go-getter”, worth $50,000) but the other is the opposite (worth $40,000). The issue is that you can’t tell them apart from the submitted application dossier documents.
Questions:
What is the role of asymmetric information in this market? Fully explain this concept as it applies to labor markets.
What are the chances of getting the “good” candidate if you offer $40,000?
Devise 1 screen and 1 signal (for either the employer or/and the employee) that would allow you to hire the best person in this case.
arrow_forward
Prompt: You are the HR Manager for a consulting company that creates training materials for Fortune 500 organizations. The organizational structure consists of several executive directors, six training directors, consultants who work in one of six departments, and six administrative staff. The administrative staff are divided between the six training departments and report directly to their respective director.
The training directors are very unhappy with the work that the administrative staff is producing. They feel that the quality is unsatisfactory and the work is not being completed in a timely manner. As a result, the training directors are doing much of the administrative work themselves and the administrative staff is sitting idle. The administrative staff has not been disciplined for their performance, but the tension within the company is growing. The administrative staff complains that they are bored and have begun to spend most of their work hours engaging in personal…
arrow_forward
Prompt: You are the HR Manager for a consulting company that creates training materials for Fortune 500 organizations. The organizational structure consists of several executive directors, six training directors, consultants who work in one of six departments, and six administrative staff. The administrative staff are divided between the six training departments and report directly to their respective director.
The training directors are very unhappy with the work that the administrative staff is producing. They feel that the quality is unsatisfactory and the work is not being completed in a timely manner. As a result, the training directors are doing much of the administrative work themselves and the administrative staff is sitting idle. The administrative staff has not been disciplined for their performance, but the tension within the company is growing. The administrative staff complains that they are bored and have begun to spend most of their work hours engaging in personal…
arrow_forward
Your old roommate from college was recently let go from his firm during a wave of employee terminations to reduce costs. You two have kept in touch over the six years since school, and he has asked you to help him get a position in the IT organization where you work. You offered to review his résumé, make sure that it gets to the "right person," and even put in a good word for him. However, as you read the résumé, it is obvious that your friend has greatly exaggerated his accomplishments at his former place of work and even added some IT-related certifications you are sure he never earned. What would you do?
arrow_forward
With these information as background, write a sample application letter
A friend of yours who works in Mondelez Company informs you of a job vacancy in the company. The Manager is in need of a student assistant for clerical and other administrative tasks, and you are interested in applying. Knowing the job requirements of the position, you want to pass an application letter to Ms. Felicity Dela Merced, who supervises Management Department in the company, but you want to be assigned to Marketing Department.
arrow_forward
a. With reference to the background information and the Job Description, identify 3recruiting methods you would use to recruit applicants for this position with the goal of attracting a substantial pool of qualified applicants.
b. Provide a detailed description of each method and clearly explain your rationale for selecting each method. Your rationale should be based on the background information provided as well as your knowledge of recruiting methods. You may also want to discuss your choice of method in relation to type of job, location of job, qualifications, labour market, or budget.
arrow_forward
26. You now have to prescreen resumes to create a short list of candidates for the hiring manager to review. Based on the job description what three key requirements/elements would you use to create the short list. Explain why?
arrow_forward
Write a Report on topic of
As a senior assistant in the Personnel Department of your company, you have been asked by the Managing Director to submit a report on one of the temporary employees. The report should include comments on the employee’s performance, and state whether you would recommend him/her for a permanent position. in the company. Your report should have a minimum of 5 subheading
arrow_forward
Consider this Recruitment and Selection Process by a certain company.
The hiring manager submits a completed requisition to the HR department.
The HR department will assign a requisition number to assist in tracking and reporting.
The HR department will meet with the hiring manager to discuss the position and determine the most effective
recruitment and selection process.
The HR department and hiring manager will review resumes of qualified candidates to identify the most
appropriate candidates for interviewing.
The HR department will conduct telephone pre-screens of identified candidates and schedule in-person interviews
with the hiring manager.
Hiring managers are responsible for conducting timely, effective interviews of qualified candidates. The HR
department is available to advise hiring managers on interview techniques and final candidate selection.
A candidate evaluation form will be completed for each candidate interviewed and will be used to make a final
candidate selection.…
arrow_forward
How can I answer the following questions
What are 2 aspects of résumé that you researched that you found helpful? Being specific.
After reviewing a few examples, what can I change about My résumé? and Why?
What are the easiest and hardest parts of creating an organized, effective résumé?
arrow_forward
Prompt: You are the HR Manager for a consulting company that creates training materials for Fortune 500 organizations. The organizational structure consists of several execu
directors, six training directors, consultants who work in one of six departments, and six administrative staff. The administrative staff are divided between the six training
departments and report directly to their respective director.
The training directors are very unhappy with the work that the administrative staff is producing. They feel that the quality is unsatisfactory and the work is not being completed
timely manner. As a result, the training directors are doing much of the administrative work themselves and the administrative staff is sitting idle. The administrative staff has ni
been disciplined for their performance, but the tension within the company is growing. The administrative staff complains that they are bored and have begun to spend most of
their work hours engaging in personal activities (e.g.…
arrow_forward
Prompt: You are the HR Manager for a consulting company that creates training materials for Fortune 500 organizations. The organizational structure consists of several execu
directors, six training directors, consultants who work in one of six departments, and six administrative staff. The administrative staff are divided between the six training
departments and report directly to their respective director.
The training directors are very unhappy with the work that the administrative staff is producing. They feel that the quality is unsatisfactory and the work is not being completed
timely manner. As a result, the training directors are doing much of the administrative work themselves and the administrative staff is sitting idle. The administrative staff has ni
been disciplined for their performance, but the tension within the company is growing. The administrative staff complains that they are bored and have begun to spend most of
their work hours engaging in personal activities (e.g.…
arrow_forward
PLEASE MAKE SURE THE ANSWER IS CORRECT 100%
1. Which elements are covered in an effective job analysis?
The primary and secondary duties of the job
The skills and experience required to do the job
The specific training and education level needed to perform the job
All of the above
2. What are some warning signs to look out for when assessing resumes?
Sloppy overall appearance
Overemphasis on hobbies or interest outside of works
Job changes
All of the above
arrow_forward
Job Description is also referred to as a document that provides information regarding the tasks, duties, and responsibilities of the job (Mondy & Noe, 2005), while the Job Specification underlines the minimum acceptable qualification that a person should possess in order to perform a particular job (Mondy & Noe, 2005).
1. Develop a Job Description for the position of Human Resource Manager. You are required to include duties and responsibilities, reporting line, special duties and working conditions.
2 Develop Job Specification for the above position including qualification, related experience, skills, knowledge, behavior, and special demands
arrow_forward
Give elaborate and correct answer. i will upvote. thank you.
What is the first step in developing a training program? How should the effectiveness of a training program be evaluated?
arrow_forward
1-The systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization is referred to as
human resource planning.
job descriptions.
job analysis.
job specifications.
2- When is job analysis normally performed?
When an organization begins operations
When a new job is created
When a job is significantly changed
On all of these occasions
3-In a work group consisting of a supervisor, two clerks, and four stenographers, how many jobs and positions are involved?
3: 7
6: 1
7: 3
1: 6
4-A comprehensive job analysis approach that concentrates on the interactions among the work, the worker, and the work organization is referred to as
position analysis questionnaire
management position description questionnaire.
guidelines oriented job analysis.
functional job analysis.
5- A structured job analysis questionnaire that uses a checklist approach to identify job elements is referred to as
position analysis questionnaire.
management position…
arrow_forward
2a- As an HR student identify the skills needed to work in the Recruitment and Selection department? (Search different job advertisements and find the common asked for skills for Recruitment and Selection department employees).
.
2b- Provide three selection methods that will help detect whether the candidate has the skills needed to work in the recruitment and selection department. Explain your answer.
,
please answer it in your words
arrow_forward
Q20
Which of the followings is not true about the resumé?
a.
You should avoid using bullets in an e-mail resumé.
b.
You have some flexibility in how you arrange information in your resumé.
c.
A creative resumé is ideal for applications into professions such as accounting or banking
d.
Sending out resumés attached to e-mails can be risky.
e.
All are correct.
Clear my choice
arrow_forward
Parts of a good resume include all of the following EXCEPT (Choose the 2 correct answers.)
a professional email
a career objective
Obuzz words from the industry
O an explanation of employment gaps
Ostrong verbs and powerful adjectives
arrow_forward
SEE MORE QUESTIONS
Recommended textbooks for you
Understanding Management (MindTap Course List)
Management
ISBN:9781305502215
Author:Richard L. Daft, Dorothy Marcic
Publisher:Cengage Learning
Related Questions
- 3) Suppose your organization needs to hire several computer programmers, and you are reviewing resumes you obtained from online services. What kinds of information will you want to gather from the "work experience" potion of these resumes? What kind of information you will gather from the "education" portion of these resumes? What method would you use for verifying or exploring this information. 4) Draw and discuss the Strategic modol of troiningarrow_forwardThis question is for my business communications class… my assignment is to submit a resume and cover letter. I discontinued college in 2016, restarted this year and expect to graduate in the summer of 2024. How would I write that in the education section of the resume?arrow_forwardAssume you are the HR Manager of an organization and you were assigned to prepare a jobdesign for the position of a Secretary and a Messenger.1. Create the job specifications/requirements for the 2 jobs that will be advertised in anewspaper.2. Prepare the job descriptions of a Secretary and a Messenger.arrow_forward
- Your old roommate from college was recently let go from his firm during a wave of employee terminations to reduce costs. You two have kept in touch over the six years since school, and he has asked you to help him get a position in the IT organization where you work. You offered to review his resume, make sure that it gets to the "right person," and even put in a good work for him. However, as you read the resume, it is obvious that your friend has greatly exaggerated his accomplishments at his former place of work and even added some IT-related certifications you are sure he never earned. What would you do? Use the five-step decision making process to answer the question.arrow_forwardC Great idea! First, we need to see who ha applied. Tim Here is an example of a resume that we received. Similar information is provided on the other resumes. What information should we examine on applicants' resumes to determine who to move to the next step in the process? Materials on the right have been updated >> Select all that apply, then click Submit below Certifications and education Relevant work experience Hobbies and pastimes Marital status 72°F Mostly cloudy Submit Hobb Cook Q Searcharrow_forwardThey handle the invention, development, and production of the product or service. a. Manufacturer O b. Consignment O c. Distributors O d. Agents The following are avenues wherein candidates are sourced out as manpower of a business except: O a. employment agencies Ob. the applicant himself O C. manpower agencies O d. walk ins Job Description is the summary of what will the employee will do. Select one: O True O Falsearrow_forward
- Suppose you are a hiring manager for a large firm. You have two almost identical resumes for a position. The going rate (salary) for the position is $45,000. The job candidates are both graduates from a state university, same major, about the same age, and same gender (race unknown). The academic background is roughly the same. But one is a good candidate (personality, easy going, a “go-getter”, worth $50,000) but the other is the opposite (worth $40,000). The issue is that you can’t tell them apart from the submitted application dossier documents. Questions: What is the role of asymmetric information in this market? Fully explain this concept as it applies to labor markets. What are the chances of getting the “good” candidate if you offer $40,000? Devise 1 screen and 1 signal (for either the employer or/and the employee) that would allow you to hire the best person in this case.arrow_forwardPrompt: You are the HR Manager for a consulting company that creates training materials for Fortune 500 organizations. The organizational structure consists of several executive directors, six training directors, consultants who work in one of six departments, and six administrative staff. The administrative staff are divided between the six training departments and report directly to their respective director. The training directors are very unhappy with the work that the administrative staff is producing. They feel that the quality is unsatisfactory and the work is not being completed in a timely manner. As a result, the training directors are doing much of the administrative work themselves and the administrative staff is sitting idle. The administrative staff has not been disciplined for their performance, but the tension within the company is growing. The administrative staff complains that they are bored and have begun to spend most of their work hours engaging in personal…arrow_forwardPrompt: You are the HR Manager for a consulting company that creates training materials for Fortune 500 organizations. The organizational structure consists of several executive directors, six training directors, consultants who work in one of six departments, and six administrative staff. The administrative staff are divided between the six training departments and report directly to their respective director. The training directors are very unhappy with the work that the administrative staff is producing. They feel that the quality is unsatisfactory and the work is not being completed in a timely manner. As a result, the training directors are doing much of the administrative work themselves and the administrative staff is sitting idle. The administrative staff has not been disciplined for their performance, but the tension within the company is growing. The administrative staff complains that they are bored and have begun to spend most of their work hours engaging in personal…arrow_forward
- Your old roommate from college was recently let go from his firm during a wave of employee terminations to reduce costs. You two have kept in touch over the six years since school, and he has asked you to help him get a position in the IT organization where you work. You offered to review his résumé, make sure that it gets to the "right person," and even put in a good word for him. However, as you read the résumé, it is obvious that your friend has greatly exaggerated his accomplishments at his former place of work and even added some IT-related certifications you are sure he never earned. What would you do?arrow_forwardWith these information as background, write a sample application letter A friend of yours who works in Mondelez Company informs you of a job vacancy in the company. The Manager is in need of a student assistant for clerical and other administrative tasks, and you are interested in applying. Knowing the job requirements of the position, you want to pass an application letter to Ms. Felicity Dela Merced, who supervises Management Department in the company, but you want to be assigned to Marketing Department.arrow_forwarda. With reference to the background information and the Job Description, identify 3recruiting methods you would use to recruit applicants for this position with the goal of attracting a substantial pool of qualified applicants. b. Provide a detailed description of each method and clearly explain your rationale for selecting each method. Your rationale should be based on the background information provided as well as your knowledge of recruiting methods. You may also want to discuss your choice of method in relation to type of job, location of job, qualifications, labour market, or budget.arrow_forward
arrow_back_ios
SEE MORE QUESTIONS
arrow_forward_ios
Recommended textbooks for you
- Understanding Management (MindTap Course List)ManagementISBN:9781305502215Author:Richard L. Daft, Dorothy MarcicPublisher:Cengage Learning
Understanding Management (MindTap Course List)
Management
ISBN:9781305502215
Author:Richard L. Daft, Dorothy Marcic
Publisher:Cengage Learning