Case study of Malao

 Malou preparing candidates for the final interview stage based on competitive criteria. As the director is given them envelop but if criteria are given, she has to reject but write some suggesting point:-

-          education:- education is an important thing for taking job but M.Palacios is only a graduate it is ok but they do not do any of the work

-          marks criteria:- school marks are important if their marks do not come good and they have no knowledge so they will not take for the job.

-          Experience:- if in criteria there is experience needed But if they do not have the experience, she has to not take for the job.

-          Environmental ethics is the discipline in philosophy that studies the moral relationship of human beings to, and also the value and moral status of, the environment and its non-human contents.

The morality is important but if the rules are given by the organization is not right but if it is given as the main criteria but if she is rejected the application then she has to talk and take the idea and give the letter to the organization.

Recruitment criteria :-  

 

The particular and same is for everyone but there is some other to be mentioned to be understand the main horizon to be continued and to be developed by their own ways to change and to be introduced and to be changed by own pages.

The main changes are to be changed to be great in a right way and it is with the own parametric with a beautiful with own ways to change the area but as there is changing in cv.

CVS plays an important role to understand the main aim to work with the own literal ways. The more you understand the more you get in your ways too seems ad change in their own ways. The main criteria.

As the changes to be made for particular to be challenged in your great to be kind in your own ways to be challenged in the determined way to be more interactive and in versatile ways to establish new performance.

The criteria are searched to be changed in more lighting ways to determine the key concepts of nature and ignorance.

 

Recruitment criteria are standards used to measure all candidates and their ability to perform a job. We look primarily for the best possible match between a candidate's knowledge, skills, and abilities and the requirements for successful performance of a job.

These are the standards against which you will measure all candidates to determine whether they have the qualifications to perform the job. Selection criteria are developed from the knowledge, skills, and abilities identified in the job analysis and stated in the job description.

Recruitment and selection programs thrown together haphazardly are likely to fail. Defining appropriate criteria for your organization’s recruitment and selection processes supports its employee selection, staffing models, and employee development goals. Criteria include adequate and qualified staff, commitment to fair employment practices, workplace guidelines, and pre-employment standards, such as background investigations and reference checks.