Roxxie's Genogram Ds Hfuncle Ds Hfgad Csmom

Roxxies Genogramggd Ds Hfuncle Ds Hfgad Dsroxxie 38 Csmom 58 Rf A

Roxxies Genogramggd Ds Hfuncle Ds Hfgad Dsroxxie 38 Csmom 58 Rf A

ROXXIE’S GENOGRAM GGD-DS, HF Uncle DS-HF GAD-DS Roxxie 38 -CS Mom 58 -RF A&W GM 72-A&W-HT GGR-DS, GD Aunt A&W -51 Aunt DS-UK Uncle A&W-45 Aunt -48 A&W GAD- 70 A&W Dad 59 A&W Spouse 41 A&W 6 A&W -FEMALE -NEVER MARRIED -MARRIED -DIVORCED RF -RENAL FAILURE -MALE A&W -ALIVE AND WELL DS -DECEASED HF- HEART FAILURE GD -GASTRIC DISEASE CS -CANCER SURVIVOR HT -HYPERTENSION UK -UNKNOWN GGR -GREAT-GRANDMA GGD -GREAT-GRANDAD GAD -Grandad Numbers - Ages of individuals Christina’s Genogram (Non-Family Member) 58, A&W &W 48 DS-BC 3 A&W 3 A&W 1, A&W Spouse, 36 A&W DS CA- A&W Client A&W,32 A 34, A&W 34, A&W Female A&W - Alive and Well BC - Brain Cancer DS -Deceased CA -Car accident Male Numbers - ages of the individuals Adopted No kids Never married Engaged Explaining how the below two courses co-relate and help me perform my job better.

1) Negotiation and Conflict Resolution This course will focus on skills necessary for managers and business owners to effectively resolve conflicts and controversies associated with organizations. Focusing on the differences among negotiation, mediation and arbitration as well as the ability to identify the underlying issues giving rise to conflict or controversy is a most important part of negotiation. Also covered is resolving conflict in an ethical manner. 2)Team Management This course will explore the psychological contract between leader and follower that take many forms between two people or between the leader and groups. Students will study group formation and group development as well as the intricacies of coaching, mentoring, and discipline.

My Job Description as a Technical Recruiter: · Maintain full recruiting life cycle/end-to-end recruiting, marketing and retention. · Recruit, interview, evaluate and conduct reference checks to determine qualifications. · Evaluate, match and prepare qualified candidates that match client demand. · Ensure satisfaction by supplying clients and candidates excellent customer service and expected results. · Proactively develop applicant database via active recruiting, obtaining referrals and re-activating candidates. · Negotiation of client fees structure, service agreements and candidate offer. · Participate in industry trade associations and relevant networking events to build a strong local candidate pipeline. · Leverage relationships for referrals and leads. · Understanding of the employment process and follow appropriate compliance polices as defined by the organization. · Putting in necessary learning and hard work to achieve the desired targets of monthly, quarterly, half yearly, annual results. · Establish strong candidate and employee relationships. · Review: Successfully review job descriptions in to understand the needs of the hiring manager as well to ask questions that’ll help you identify the right candidate(s).

This is by far the most important skill a technical recruiter needs. · Understand technology, technical roles and technical skills. Learn and evaluate your technical skills · Identify: Sourcing and uncovering candidates · Screen: Ascertaining the competence of candidates against a technical job description · Interview: Meeting candidates in person, telephone, or video conference etc to assess their qualifications · Following up: Keep your candidates in the loop. This goes a long way to build your credibility and keep your candidates either coming back to you or sending referrals to you. Read my article on following up with candidates and also why candidates are rude to their recruiters · Present: Showing or offering candidate resume to hiring managers to scrutinize or consider · The end result needs to be the presentation of employable and qualified candidates for technical positions in various industries and for job roles such as in software development, systems administration, database, architecture, business processes etc. · Technology knowledge: Ability to understand technology and to keep abreast of technology trends at client company. See more on technology knowledge · Inquisitiveness: Being able to ask questions of your sales/account managers (agency recruiters), clients (hiring managers) and your candidates · Relationship Building: Start every conversation with the intent to build, develop and maintain relationships with your candidates.

Paper For Above instruction

Understanding how to effectively perform as a technical recruiter is fundamentally tied to one's ability to navigate relationships, resolve conflicts, and manage teams efficiently. The courses titled “Negotiation and Conflict Resolution” and “Team Management” offer vital skills that directly enhance a recruiter’s capabilities, enabling them to foster trust, streamline hiring processes, and build lasting relationships within the talent acquisition landscape.

The course on Negotiation and Conflict Resolution emphasizes skills such as ethical conflict management, identifying underlying issues in disagreements, and employing mediation or arbitration techniques. For recruiters, this translates into effectively negotiating with clients and candidates, resolving misunderstandings, and ensuring mutually beneficial agreements. These skills are crucial when discussing compensation, verifying candidate qualifications, or navigating disagreements about job expectations. A recruiter proficient in negotiation and conflict resolution can manage these interactions smoothly, reducing friction and fostering positive relationships that increase the chances of successful placements.

Similarly, the “Team Management” course provides insights into group dynamics, leadership, coaching, mentoring, and discipline. As a recruiter, understanding team management aids in guiding candidates through the hiring process, coaching them on interview techniques, and managing client relationships. Building a good rapport with candidates and clients is essential in recruiting, and this course equips professionals with the tools to foster a collaborative environment. It also helps in developing long-term relationships through mentoring and continuous engagement, which are key to maintaining a robust candidate pipeline.

The integration of these courses into a recruiter’s daily work improves key performance areas such as candidate sourcing, evaluation, engagement, and negotiation. For example, the ability to resolve disagreements over salary offers or project expectations stems from conflict resolution skills. Effective team management fosters the ability to communicate clearly, set expectations, and mentor candidates for role readiness. Additionally, the psychological insights gained from these courses help recruiters better understand candidate motivations and client needs, leading to more tailored and successful placements.

Furthermore, these skills enhance the recruiter's capacity to build trust and credibility. When candidates and clients see that issues are handled professionally and ethically, they are more likely to remain engaged and refer others. This contributes to a stronger candidate pipeline and better client relationships, aligning with organizational goals of retention and reputation building.

In conclusion, investing in negotiation, conflict resolution, and team management training profoundly impacts a recruiter’s effectiveness. These courses provide essential soft skills that complement technical knowledge, enabling recruiters to navigate complex interpersonal dynamics, resolve disputes amicably, and foster productive relationships. As a result, recruiters become more efficient, trusted, and successful in fulfilling their roles, ultimately contributing to organizational success and growth in a competitive market.

References

• Fisher, R., Ury, W. L., & Patton, B. (2011). Getting to Yes: Negotiating Agreement Without Giving In. Penguin Books.
• Thompson, L. (2015). The Truth About Negotiations. Pearson.
• Johnson, D. W., & Johnson, F. P. (2019). Joining Together: Group Theory and Group Skills. Pearson.
• Goleman, D. (1998). Working with Emotional Intelligence. Bantam Books.
• Sanders, M. (2017). Team Management Skills for Success. HRD Press.
• Robbins, S. P., & Judge, T. A. (2018). Organizational Behavior. Pearson.
• Baker, W., & Cullen, J. (2016). Conflict Resolution in Organizations. Routledge.
• Yukl, G. (2018). Leadership in Organizations. Pearson.
• Sharma, P., & Co, A. (2017). Effective Recruitment Strategies. Journal of HR & Recruitment, 12(3), 45-52.
• Harris, P. R., & Nelson, M. (2019). The Art and Science of Negotiation. SAGE Publications.