'Bodegas Caballé' - An International Recruitment Exercise
1. Search criteria
In order to fill the position with one of the available candidates important criteria have to be established. With the aid of these characteristics positive and negative aspects are exposed and a final ranking can be arranged to identify the most suitable candidate for the job.
One of the main criteria in this process is the ability to speak different languages. ‘Bodegas Caballé' acts global and needs employees who are able to interact with many different people all over the world. So the candidate should entail the qualification to communicate in several different languages. In this case the attention is specially turned to the east-European language due to the fact that 'Bodegas Caballé' aspires to capture the east-european market (Prague and Budapest). The educational background of the four candidates plays also a major role. An economical study is advantageous but the candidates can also persuade with their experiences which they made during their career. The next criterion deals with the requirements concerning the compensation. The last important aspect gives attention to the personal appearance which the candidates made during the interview assessment. It also takes the attitude of the applicants into consideration.
All these criteria combined offer a clear overview about the different candidates and their qualifications. Even though these criteria were established the selection procedure turned out to be very difficult because each applicant had convincing aspects and so the ranking is very close.
In addition to the following estimations an evaluation based on notes can be found in the appendix.
2. Estimation and ranking of the applicants
2.1 Maria de la Garriga
Maria de la Garriga was chosen for the new position in Central Europe because of the following reasons and aspects:
This applicant is a native Spaniard which implies that Mrs Garriga can identify with the values and attitudes of 'Bodegas Caballé'. It is a traditional family business and thus Mrs Garriga fits with her nationality and family status into the scheme of the company. Regarding the language qualifications she can convince with her skills in Spanish, Russian and English. However, her knowledge about the Polish language is not developed satisfactory. Mrs Garriga has a degree in Literature and Languages which indicates that she has an affinity and talent to learn new languages. So it won't be a problem for her to improve her Polish language skills immediately. During her former job, Mrs Garriga improved her organisation and planning skills and got to know Polish companies and the domestic culture.
Moreover, each panel member must have completed training in the selection process and selection techniques. Maintaining integrity through the application of the merit principle, equity and consistency in the advancement and selection process.
Accuracy: This paper demonstrates much accuracy, this is proven through the subtitles, statistics and in text citations for
According to the given information I have read the information provided in Appendix 1 for this assignment.
which is seeking under the principle of merit, well qualified candidates from diverse walks of life
Companies used various methods for recruitment, such as online job search engines, job data bases, in house advertising, billboards, employee referrals, and word of mouth. These methods have both caused company growth and company regression. Some methods hinder certain groups from completing an application and others promote an equal playing field for potential recruits. Company’s typically use various metrics to consider employment for available positions. An initial method used by companies is cost-per-hire which contributes to the money spent on recruiting, training, developing, travel costs, and company equipment cost. Staffing efficiency ratio is also a major metric which is the firms recruiting cost divided by the total starting compensation of new
“...many must travel to give speeches and meet with individuals who are important to their organization” (). A public relations and fundraising manager includes traveling to various places.This can mean associating with a more spanish speaking collaborator. And since I am fluent in Spanish, I can work with them more efficiently than a non speaking spanish manager. Having a family of minorities, I know the intimidation and struggles non English speakers feel. Hiring me can make this company a comfortable zone for Spanish speaking clients. A bilingual employee can reduce the problem of trying to hire a translator and be available at all times. If you hire me, it can reduce the time of trying to hire a translator and be present at necessary times. I can be able to associate with Spanish speakers without worrying of having a translator. It is like two in one employee. If you hire me, it can reduce the time of trying to hire a translator and be present at necessary times. I can be able to associate with Spanish speakers without worrying of having a translator. It is like two in one
Currently present managers are chosen by first the need for the position, and those that volunteer for the position. The managerial candidates
• 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.
Then panel consisting of three judges evaluates the submitted forms and grade them from A to C (A being highest and C lowest), then panel talk about A rated forms and sort out who among them will receive selection day invitation. Training was not proposed to panel members to facilitate them to choose the best candidates.
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.
As an example of experience requirements, the job offers of such companies as David Aplin Group or Chevron can be analyzed. Thus, to the requirements set by David Aplin Group belong: • over 5-year experience in the sector of the Human Resources, including employee relations, recruitment process, salary strategies, corporate administration, and legal compliance; • extensive knowledge of Applicant Tracking Systems, the policy of Human Rights and Employment
The next step is to choose the criteria that we are going to take into consideration. In my opinion, the most important criteria are the following (their order does not indicate their importance):
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
...greater number of people in an economic, efficient, and effective manner. This paper has provided a background and understanding of employment recruiting, the styles, methods, and tools available to allow customization of interviewing methods applicable to the situation or needs of the organization or project. An overview of the creative large scaled employee recruitment project Borgata Hotel and Casino notably made history and a study of best practices in employee hiring, recruiting and interviewing process that enhances corporate strategy.
As an employer, it’s important to hire the best person for the job to ensure their organization receives the best quality of work at suitable efficiency. To make the decision of who to hire, employers look for certain attributes in potential employees. These attributes may be general to any job, specific to a skill requiring job or personal attitudes/qualities.