Recruitment, Selection and Performance Management

A small nonprofit is replacing a marketing coordinator that is leaving their organization. Help them in the recruitment and selection process. Do a proper job analysis of the position to ensure your recruitment and selection process is grounded in best practice. Explain to the CEO of the nonprofit why taking the time to do a proper job analysis is important. Describe in great detail what process you will use to conduct the job analysis. Provide a rationale about why you’ve selected certain actions over others. Figure 5.1 summarizes the components of individual work performance. Using the job description on page 116 of your textbook for the CIBC customer service representative (CSR), please answer the following questions: Provide 3 specific examples relating to the CIBC customer service job for each of the 4 categories (job task behaviors, contextual behaviors, adaptive behaviors and counterproductive behaviors) Create a performance appraisal form for the CIBC CSR role. You will need to create the form and provide rationale for why you selected the components you did. Now that you’ve done the job analysis for the marketing coordinator position at the nonprofit, you have a job posting ready to go. Outline the recruitment strategy you will use to find candidates.