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Strategic Staffing

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Strategic Staffing
Abstract
The main goal of this paper is to create an example original Strategic Staffing Handbook that contains many of the vital tools used in the staffing process. It is the policy of EMT Crafts that this Strategic Staffing Handbook should be used as a plan of the basic personnel policies, practices, and procedures for the company. This Staffing Handbook includes definition of strategic staffing, description of the job analysis process, approach to posting a position and the related rationale for taking that approach, layout the interview process, and approach to pre-employment testing and assessment. Keywords: staffing handbook, interview process, employment procedure

Table of contents
1. Purpose of the Strategic Staffing Handbook
A definition of strategic staffing
A description of the job analysis process
The approach to posting a position
An example of application form
Layout the interview process
The organization’s interview philosophy
Examples of interview questions
Approach to pre-employment testing and assessment
8. Equal employment opportunity
9. Hours of work
10. Harassment procedures

Strategic Staffing Handbook
1. Purpose of the Strategic Staffing Handbook The primary goal of Strategic Staffing Handbook is to provide many of the vital tools used in the staffing process such as immediate administrative and technical support services to the staff division throughout EMT Crafts. This division utilizes Strategic Staffing Handbook to complete particular projects fill in for personnel who are on leave, or to temporarily fill a vacant position during recruitment. EMT Crafts also supply their clients with a viable source of candidates for career and limited appointment positions.
2. A definition of strategic staffing Strategic staffing defines as the process of recognizing and addressing the staffing implications of detailed business proposals and strategies, or better still, as the process of identifying and


References: Bechet, T. (2011). Developing Sttafing Strategies That Work. Retreieved at: https://docs.google.com/viewer?a=v&q=cache:WiYfBuMwa3IJ:unpan1.un.org/intradoc/groups/public/documents/UN/UNPAN021815.pdf+&hl=ru&pid=bl&srcid=ADGEEShcclzEDUh_6JtjoNrrVfjwkkbQl3YEnZgWZhwUdbib39jQU3cY7EBhRqNk-TfXZKhYqUKbSsE4favkDkfHLLOGaVqMnYGT5haP3COSuUQZO15v7_1vQcqL1IdO6xsDT0WOdpBh&sig=AHIEtbTgVYkAOdc3xcsPWAsIg4_qWiICAg BACI (2011). Interviewing Employees Policy. Retrieved at: https://docs.google.com/viewer?a=v&q=cache:os76xKH5XFAJ:www.gobaci.com/resources/4.2%2520Interviewing%2520Employees%2520Policy.pdf+&hl=ru&pid=bl&srcid=ADGEESg0B_YQmLKRMJIa4LOjlrSVlwHaGDhV_vTKwrxXUGEm9MaCEcU2zvoJ0c59FabyWCZO-LvoI23bUZ_Xfi8jb19bt-w3MbngdsKbgtgYJnFqSkt6AtI1PPVmrVFeD5II6I6pGrMZ&sig=AHIEtbRgJoZAFRKy85GCe9yC41vyUpUQJw&pli=1 Eller, M. (2007). Sexual Harrasment in The Hospitality Industry. Ethics in Hospitality Management. Orange-Ulster Boces (2007). Policy Against Harrasment. Retrieved at: https://docs.google.com/viewer?a=v&q=cache:og9VKQvt6U0J:www.ouboces.org/Personnel/Board%2520Policies%2520for%2520Staff%2520Dissemination/5121.pdf+&hl=ru&pid=bl&srcid=ADGEESiG5cS0wsti_8cmsHr66RwCNcn11BgBegvaq_j6x5ZCyM5CbBYl_pXloEK0jTz6ssFEcWWKW74CGVsAi6sO46vQvN8zJQ0caaq9_NloKLRJ65VzxTegcH23CLQM9a9o6bHbGcVB&sig=AHIEtbS-GICrxdqQQkcvu8KTyjA7rK8JIA University Career Service (2010). Interviewing for enployment. Retrivied at: https://docs.google.com/viewer?a=v&q=cache:A0VtWgEbUToJ:www.career.virginia.edu/students/handouts/interviewing.pdf+&hl=ru&pid=bl&srcid=ADGEESjIkiDBXfiTVgUctOXEyvPLa9T_QHCnRV9YjQJmwZuqvmqHKdQ_90WGbKdfhT5sc0XKx-YxsPEDFVBM3ZcmhjyfNDegTYADQPo_AzPcpd3sEi_fQYhlWKPO9MBWpnmUiOLuy7eK&sig=AHIEtbSyj4WLdAw6kG6y721HksmIrUqptw
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