Do you know that employers are overly concerned with the employees they hire nowadays, unlike in the recent past? Now you do. Essentially, the process of hiring an employee can have a great impact on the future of a company, and hence there are several key concerns employers raise during interviews. In fact, according to a recent research, it has emerged that finding and keeping the right employee has become one of the trendiest issues with employers nowadays. This can be attributed to the fact that HR professionals believe that only the top talent is quite indispensable to the company’s success especially during the modern day harsh economic times. While it’s pretty obvious that you might feel overwhelmed by the assortment of questions you anticipate as you prepare for an interview, you preparation can be somewhat stress-free if you focus key concerns employers have. This means that you must realize that nearly all interview questions are designed based on the following key concerns employers may have while hiring and managing an employee. 1. Skill and knowledge Despite today’s weak job market, competition for viable talent based on skills and knowledge is still one of the biggest concerns employers have. In most instances, employers certainly believe that these dimensions are very crucial when it comes to predicting the success of a potential hire. Therefore, you need to ask yourself if you possess the required skills and knowledge to handle the job at hand and become a productive employee within a reasonable amount of time. For an employer who wouldn’t like to spend more money training a new hire, demonstration of skills and knowledge concerning the job through analysis of previous employee experience is indeed a vital conce... ... middle of paper ... ...y to take directions easily, and communicate openly and tactfully. So, you need to ask yourself if you’ll be easy to manage or if you’ll try as much as you can to circumvent or undermine your manager's authority. 5. Monetary concerns Can the company afford you? This is actually the commonest concern for most employers because it makes absolutely no sense for them to hire someone they can’t afford. Therefore, it’s highly acclaimed that you should check if the job is compatible with your salary history or if the benefits package meets your expectations. With these concerns in mind, you’ll definitely have an upper hand for a successful interview for the job. In this case, if you’re a person with the best skills or relevant experience, enthusiasm and motivation to work, a team player, and a manageable team player, then you’re more likely the best person for the job.
Organizations with effective recruiting and selection result in positive outcomes that affects the products and services, and the perception of the organization. Having the right people for the job will increase profits and decrease costly turnovers. Even though organizations are operating in uncertain times, focusing on staying committed, and making certain they have the best talent will ensure future success. The bottom line of the organization will be impacted by setting a clear direction that employees can get behind, and making sure the right people are hired for the right
Hiring the right senior executive can be complicated due to the vast experience most will have. Many of them will have conducted many interviews themselves, which allows them to know exactly what leaders want to hear and they prepare accordingly. The leader must look past the professional credentials and look to the person behind the resume and determine...
As stated by Dessler (2011) selection of the right employees is imperative for numerous reasons. These reasons can include the knowledge that organizations performance is contingent on its subordinate’s ability. Moreover, it should be common knowledge that employees with the reliable skills and characteristics will perform better for the company. On the other hand, employees who lack those skills or who are slacker will not perform efficiently, and the organization’s performance will suffer (Dessler, 2011).
I believe that I am a good candidate, for many reasons. I work well under pressure, and in situations that most may find uncomfortable, and I strive for a challenge, allowing me to work well both with others, and by myself. I have the innate ability to adapt to any situation, such as getting swarmed by customers.
Heneman, Judge, & Kammeyer-Mueller (2012) discuss the logic of prediction when selecting candidates for a position. Past performance predicts future performance; so in assessing candidates, it is essential to review past actions in order to get a feel for the applicant’s potential future performance (Heneman, Judge, & Kammeyer-Mueller, 2012). This is why is it also crucial to ensure in the recruitment phase, that the position has been accurately analyzed, that proper KSAOs have been assigned to a position, and that the KSAOs are adequately able to be assessed. There are numerous tools available for the assessment of a predictor of a candidates potential including the basic interview, simple assessments, job previews, and reference or background screenings. The idea is that if these skills are accurately assessed or screened for, then the candidates past performance is likely to extend to the future position (Heneman, Judge, & Kammeyer-Mueller, 2012). The selection plan dictates which performance predictors will be assessed to rate the presence of KSAOs required for a position (Heneman, Judge, & Kammeyer-Mueller, 2012).
“Most employers recognise the fact that their staff are their greatest asset, and the right recruitment and induction processes are vital in ensuring that the new employee becomes effective in the shortest time”
• The information that a manager need to know when hiring a staff is their identity, skills summary, and experience. Those information gives an idea of what the potential staff’s life. To select a staff, a manager should make an interview and ask what they need to know, so it can meet up the provision that needed on the workplace. And to promote equally, a manager shouldn’t look at the physical appearance, age, gender, but more likely at their skills, and character.
Erickson, R. (27 July 2005). How to hire the right employee for the job and your company.
In today’s competitive workforce, talent is not only incremental, but also scarce. War for talent, a term coined by Steven Hankin of McKinsey & Company, refers to the competitive landscape of talent management of skilled and valuable employees. Talent management is defined as “the implementation of integrated strategies or systems designed to increase workplace productivity by developing improved processes for attracting, developing, retaining and utilizing people with the required skills and aptitude to meet current and future business needs” (Lockwood, 2006). This paper talks about the challenges faced by organizations and how organizations use strategic HR to overcome concerns regarding attraction, recruitment and retention of talented employees. A few HR executives have raised that “the single greatest challenge in workforce management is creating or maintaining their companies’ ability to compete for top talent” (Jones & Keene, 2005). Moreover attracting and recruiting talented employees is not sufficient anymore, organizations need to implement an effective policy to retain these employees. The strategies discussed in this paper are supported with real time case studies to add further accreditation. The research drawn from these case studies are both empirical and theoretical in nature.
According to Noe (2012), most experts believe that the most important human resource decision makes by a leader is deciding who to hire. Manager manages the recruitment and selection process. Selection for the best candidates for the job is very important in an organization because the performance always depends on employees, the recruiting and hiring is costly and the legal obligations like mismanaging hiring has legal consequence. The main aim of employee selection is to achieve person-job fit which is identifying the knowledge, skills, abilities (KSAs), and competencies that are central to performing the job. The objective of effective selection is to decide who the right people are, by matching individual characteristics (ability, experience, and training) with the requirements of the job (DeRue & Morgeson, 2007; Kristof -Brown, Zimmermam, & Johnson, 2005). The manager will do checking for reliability and validity of the interviewer. In PPNJ Poultry & Meat Sdn Bhd, the people who manage the recruitment and selection process is the Human Resource department or staffs.
Managers should understand an employee’s skills and abilities to make an informed decision on whether or not to hire him. Once hired a manager uses skills and abilities as a deciding factor for an employee’s job placement within the corporation. Secondly, an evaluation of an employee’s personality helps the manager in his leadership approach of that employee. Thirdly, perceptions can be the deciding factor of whether or not a candidate is hired and or promoted. An individual perceived as fitting in may be hired to negotiate business deals. Particularly, if the individual shows a favorable attitude through actions and deeds and has strong values and behaves
Human resource is the most valuable and unique asset of an organization. The successful management of an organization’s human resource is an exciting, dynamic and challenging task , especially at a time when the world has become a global village and economies are in a state of flux. The lack of talented resource and the growing expectation of the modern day employee has further increased the difficulty of the human resource function.
Interview development is frequently the difference between success and failure. My personal experience on both being an interviewer and interviewee has helped me gain knowledge. This was an effective way to receive a comeback in an understanding environment. This assignment has helped me build confidence on how to be successful during an interview, how my strengths can recover my weaknesses, and how i can turn my biggest flaws into strengths.
Job, job, and job. Definitely, most people need a job, and a job interview is the first step that most potential candidates have to overcome. When preparing for a job interview, you technically focus on questions you might have and smart answers you should give. However, not many people know that the people who are responsible for hiring new candidates confessed that they made decisions based on the first impression. Obviously, making a good impression at first is the key to be successful in a job interview. Before you head into a job interview, let consider six tips to make sure that you are on the right track to represent yourself for a future lucrative job.
Most people find that going to a job interview can be one of the most stressful events in a person’s life. For some, a job interview is vital to one’s future, therefore the outcome of the interview can be of great importance to that person’s life. However, with a few helpful steps, a job interview can be quite simple. In order to succeed at a job interview you need to: conduct research on the employer and the job opportunity, review common interview questions and prepare responses, dress for success, arrive on time for the interview and be prepared, ask questions, make good first impressions, and thank your interviewer(s) in person and by email or postal mail.