Verification Specialist Case Study

2571 Words 11 Pages
Working as a Verification Specialist gives me the great opportunity to manage and to train employees. This position requires me to have the control and responsibility to do all the tasks when my supervisor is not in the office. At times when I am acting supervisor, subordinates follow my instructions and tasks that are given. My tasks include printing documents, coding, auditing, delivering it to designated individuals, and also working on enrollments and urgent cancelation requests. This requires workers to do a high demand of work in eight-hour work day. My work priorities are to read the emails or faxes received, archive emails, and code them, along with any other tasks given by my supervisor. I reply to the emails, so employers, brokers, …show more content…
Recruitment and selection plan
In order to find the best candidate, I would use different “external recruitment” as job fairs and employment agencies, and also uses “internal recruitment” types such as
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By using employment agencies, I will have different candidates applying for the job, and I would not have interviewed them. If I do “job fair”, I can get resumes from the applicants and select all the resumes and applications that best fit for the job; consequently, I would have met, the applicant and have the opportunity to interview them and get to know them a little bit. I know that if I use the “employee referral”, I will be able to get the best candidate for the job since I might choose one that is similar to my employees as being a hard worker and dedicated to her work (Aamodt, 124). In addition, the employee will be financially compensated. I would do “structured interview questions” to all applicants since this works better for the company and are based on the “Job Analysis” because there will be less legal issues. In addition, the applicants can take the “cognitive ability test” (Aamodt, pg. 136). I will be asking questions such as job related as how much experience they have worked in an insurance company? What are the skills that he or she used the most in their other job in the insurance company? And why do I have to choose him or her since from other candidates who have a lot more experience in the Insurance field? When I interview the candidate, I would do the “situational questions” in which they will be tested on their skills and knowledge of the job. For example, I ask them if you receive a phone call and the broker yells at you because

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