ile the company also has support staff on its payroll, this analysis will focus primarily on the recruitment and retention of its analyst staff members.
In Stevens Networking Solutions the first step to recruiting and hiring an analyst is to determine the criteria that need to be filled for that purpose. The human resource department has a step by step process that begins with the filling out of a computer generated document detailing what needs are included in the vacant position.
This is extremely important in the area of hiring computer network analysts as many of the positions require specific certifications and educational requirements that must be met by anyone who wishes to apply for the job.
The basic list that is required when the department sends in a position request is where the employee will be based, what his or her educational minimum requirements will be, and what if any specialized certification is required to fill the position.
The company provides worldwide services on a number of different types of networks, therefore it is vital to fill positions that will create a well rounded and balanced pool of analysts that can handle any client need at any time.
The department may have a need for someone certified in a particular type of software or someone familiar with designing and setting up an entire network.
Once these needs are established the human resourse department is going to be much more equipped to begin recruiting for that position.
When the specific requirements are noted the company begins the recruiting process. This is done by posting the position online in a worldwide data base, posting it in local print medias and calling area headhunters to see if they have candidates that are qualified and seeking positions.
The company uses a very specific selection method when determining who to employ for an open position. The guidelines are clear cut and non negotiable so that the employees of...