The feedback for this report was manifold and required a number of things. First is the creation and rolling out of a comprehensive media policy training program then conducting trainings to include recorded modules which employees can review at any point in time. The Human Resource specific training should include industry best practices, legal compliance (Affirmative Action), and technical systems training.
With regards to benchmarking competitors, this is to be done to define a social media policy that aligns with industry standard as well as creating a social media policy and vet through senior management and other applicable staff for approval. The group should establish company profiles through Linked In, Ecademy, and other professional media sites, with the sole aim of maintaining diversity in the site postings. Finally, there needs to be conducted research talent acquisition and management of solution companies, i. e. Hodes IQ.
If appropriate, there should be management of transition to automated job posting software. The main essence of this feedback was to ensure the conclusive provision of information with regards to the search for proposals for both the E-Verify and Markets project consultants respectively. The responses captured this essence in the sense that they went ahead to address matters relating to benchmarking competitors to define a social media policy that aligns with industry standard and creating social media policy and vet through senior management and other applicable staff for approval.
The report indicates that the last audit of 1-9s and the employee files was conducted mid-last year, on June 30th 2009 by the U. S. Immigration and customs Agency. The report further clarifies that company maintains this information in the online database done by international commercial data handlers and in the local computers in the local office network. By mentioning this, it alludes to the feedback concerning the establishing company profiles through Linked In, Ecademy, and other professional media sites and maintaining diversity in the site postings is key.
Other aspects that address the feedback include mentioning that the main contract of technical difficulties is the director of the technology department within our companies. This person handles all the data concerning the company and it is the same person who is responsible for any technical hitch that may come up. On the issue of managing transition to automated job posting software, it is noted that over the years, there have been many cases of ghost workers. These are imaginary workers who paid by the company yet they do not benefit the company in any way.
It is due to this reason that an e-verification was established at the company. In addition, there is a requirement by the law and it is necessary to adhere to it. This will be applied to all those new hiring that to be made in the company. The report was inclusive of important aspects and in that aspects, captured the two groups’, A and B, essence. This feedback provides a clear view of the right way in which the proposals were meant to be written. Receiving it means that there are areas that need polishing and therefore it gives a sense of accomplishment to know that this has been completed.