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Essay / Research Paper Abstract
3 pages in length. The hiring process in any industry is a repetitive, time-consuming and costly undertaking whereby applicants are screened, interviewed and trained for available positions. Organizations strive to hire people who are not only qualified for the job but also capable of handling challenges and working harmoniously within environment. Some occupations require basic skills while others need employees with specialized training; still others must have people who can think fast and perform under tremendous pressure. Correctional officers fall into this last category, so it stands to reason why the hiring process incorporates more than one type of questionnaire in order to recruit the most appropriate candidates. Bibliography lists 4 sources.
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Unformatted sample text from the term paper:
are not only qualified for the fundamental tasks of the job but also capable of handling challenges in a productive manner as well as able to working harmoniously within the
overall environment. Some occupations require basic skills while others need employees with specialized training; still others must have people who can think fast and perform under tremendous pressure.
Correctional officers fall into this last category, so it stands to reason why the hiring process incorporates more than one type of questionnaire in order to recruit the most appropriate
candidates. I. SELF-ADMINISTERED The initial job application serves as an introductory point whereby the applicant provides the basics of his or her qualifications, education, work history and other accomplishments.
Self-administered questionnaires for the hiring process of correctional officers in the twenty-first century often do not even require the applicant to appear in person, inasmuch as forms are readily
available online for convenient downloading; submitting the completed application via email provides no greater interaction between interviewer and interviewee (Cano, 2005) but instead maintains the ambiguity inherent to cyberinterchange.
While this type of questionnaire is singularly valuable in its evidence of credentials and experience, it is only a stepping stone to a tangible, more concentrated assessment through face-to-face interviews.
II. FACE-TO-FACE In-person interviews bring to light the human aspect of hiring and are particularly pertinent for selecting the most appropriate candidate for correctional officer. Many different aspects
of an individuals personality come forth throughout the interview process that help employers gain a much more rounded perspective of the applicant. Body language, voice inflection, choice of words
and expectations are but some of the elements that serve to inform the interviewer of characteristics the applicant does not even know he or she is providing. Trained interrogators
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