Hiring a New Employee

Hiring a New Employee - 1 Hiring Hiring a New Employee...

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1 Hiring Hiring a New Employee Holly Cooper OMM618 Dr. Sheila Schmitz. January 31, 2011
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2 Hiring Abstract: This essay discusses that there is now a vacant position available in the mortgage department. My career as a Foreclosure Specialist has become available because I have just gotten prompted to Assistant Foreclosure Manager. It is necessary for me to fill the Foreclosure Specialist position and train the best candidate take on my old job. This essay describes how I have to engage in a job analysis exercise and produce a job description. In order to choose the perfect person for this position I must develop a recruiting plan and select a strategy, such as testing and interviewing to guarantee that I have the perfect candidate for the position. After the employee is hired there has to be some sort of evaluation do to make sure that they are continuing to do a great job as a foreclosure specialties. This essay discusses the evaluation philosophy that must be developed. This essay also covers the decisions that I must make on how the position should be paid and why. I have to take on the responsibility of training and development issues that needs to be addressed for professional growth. In order to find a replacement for the foreclosure Specialist Position, there will be a strong need to create a Position Analysis form. This form will clearly describe in dept what the Foreclosure position consist of. This will state the position and the name of the agency that will to help fine potential candidates. The position analyst form will also give a brief description of the agency’s mission and the mission of this position. In this case the mission would be “To hire the best employee, to help provide the best service possible to our customers.” There will also be a summary of the duties and responsibilities. The individual must have knowledge of monitoring foreclosure loans and
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3 Hiring complete the process that ensures that foreclosure actions on individual accounts are completed in a timely manner. The goal of the employee is to minimize financial losses to the company. The candidate must be able to work closely with organizations such as legal to obtain documentation for the foreclosure proceedings. The position also requires the candidate to handle routine levels of transactions that require oversight by other senior staff and management to complete all daily tasks. The Position Analysis form will indicate the descriptions of the tasks completed daily. There will be a number of tasks and the percentage of time it requires. This could be daily, monthly or annually. There will also be a description of the importance of the individual task from level one to ten, with ten being the most important. For an example: Contact borrowers by phone calls this will be 13% of the candidates monthly task, it is a level ten on the importance scale. This is very important, because a phone call could help collect delinquent funds. This form will also compare the relations to other jobs, such as loss mitigation
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This note was uploaded on 04/11/2011 for the course OMM 618 taught by Professor Staff during the Spring '11 term at Ashford University.

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Hiring a New Employee - 1 Hiring Hiring a New Employee...

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