Question

You are a manager in your department with hiring responsibilities. You have a friend from college who was recently promoted into a hiring role in her new company. She has never interviewed someone for a position before and asks for your advice. She also wants to know how you would determine a competitive compensation and benefits package for a junior sales position at health food company that produces retail shakes and nutrition bars. Her company is located in Atlanta, Georgia.

Write a professional 1-page (300-350 word) email addressing the following areas:

• Pertinent questions that would be legal to ask for the role
• How you recommend to recruit for this role
• How you recommend to train the person who is hired
• How you recommend to determine employee compensation and evaluation using specific location
• How you would recommend evaluating the employee after hiring and on what time line
• Be sure to use personal experiences of being hired/hiring others in your advice

Answer 1

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Give an example of any pertinent questions that would be legal to ask for the role.

There are so many issues of a general nature which can be dealt with as ethical and as an HR recruiter.
What are the skills that best suit the role? Health information or food businesses Ever tried the products and anyone knows who uses them

How you recommend to recruit for this role?

Recognize the experience needed for the role Knowledge and skills required to play Analyze individual academic results, through which performance and ability can be taken as a test of communication, pleasant and persuasive capabilities. Determine the ability to learn and understand

How you recommend to train the person who is hired?

Proper guidance Train how to be professional with customer sympathy and compassion Enhance effective sales skills Train on the communication and care of customers, more important to a retailer. Full product knowledge is the fundamental criteria Daily market updates and relevant products and differences

How you recommend to determine employee compensation and evaluation using specific location?

Compensations are provided in accordance with organizational policies and market standards that are most appropriate to the position. Compensation depends on the area and location. Identify and conduct surveys of compensation systems at that location. Calculate and base the market average for juniors on the plan compensation structure. Compensation structure is based on skills and requirements of the organization's young sales position

How you would recommend evaluating the employee after hiring and on what time line?

Monitoring and assessment of newly hires is very important. Evaluations are always carried out to determine their expertise in this particular area. Record daily sales and goals so that daily sales can assess improvements. The evaluation metrics and systems are used to track employee performance, employee changes are measured on the basis of revenue rise and consumer competences. every day goals and milestones are tracked and preserved.

Be sure to use personal experiences of being hired/hiring others in your advice

You will make or break a business with the right workers. Recruitment of staff is about stress management, as you are constantly judged on your choice, and obviously you are unable to please everyone in your organization. My personal experience of hiring (being worked as a HR for ten years) is that we look for candidates who present themselves in a special way differentiating from others and showing specific set of skills. Always check the previous job duration of the candidate and if the candidate constantly changes jobs, that certainly is not the right person to do the job. A candidate with trust is great, but what you really want is a candidate with the right skills and education.