Hiring New Employees in The Workforce Hiring new employees is a difficult job for most employers to do. When a person is hired most jobs only know a little about their new employee's personality. They only know what is on the person's resume. Resume's are usually made to make the person seem more intelligent than they really are. Resume's do not tell the employer about the persons work ethics. Personality is to be decided if an interview is given. Even at an interview, a person's personality flaws or work ethics may not be exposed to the employer. This causes employers to make a judgment call just on a person's resume and appearance. This may not always be the best decision to make. Employees are often categorized as: underachieving, average, and hard-working. Underachieving workers open positions for new workers. They are the group of employees that companies try not to hire. These employees do not do what is required from the employer. They tend to slack off when their boss is not around to watch over them. Underachieving employee's often leave jobs unfinished or...
One of the most important decisions that an organization can make is the hiring of prospective employees. It is illogical for an organization to employ an individual that cannot perform their assigned duty. Why would any organization spend large sum of money in training an individual that will not be beneficial to their organization. Therefore, it is reasonable for organizations to filter out the undesirable applicants. According to Dessler (2011) once an organization have a group of applicants, their next stage is to decide on the best person for the job. Normally this means reducing the applicant pool via screening methods such as tests, background checks, and interviews.
During hiring process, employers use a wide variety of tests to choose the best candidate for their company. These tests are used to eliminate candidates that are not fit for the company. The personality test, is one of many that is being used in many organizations as a means of making a hiring decision. It has been studied that personality traits predict success in job performance. Having the ability to judge the candidate before hiring can ultimately forecast how fit the employee is for the company. Personality tests uses conscientiousness, openness, extraversion, agreeableness, and emotionally stable as predictors of job performance. Companies want to know what type of personality traits you have before hiring, for the reason that bad hiring
This chapter has presented some common issues that plague employers around the country. Companies have continued to evolve, they look for ways improve and define job criterions and assessments. These methods establish identifying traits that the best applicant should possess for different types of employment opportunities. It is imperative that the applicant’s rights balance the scales of prescreening. The case overview in this assignment looks at how measuring prescreening test as a condition of employment can create conflicts with the Title VII protected classes and rights of the applicants in this case.
Anyone who disagrees with this assessment already has a job. You can afford to be high and mighty when you aren't the one making the decisions or under a time crunch. We brought up the example of a person misspelling coffee on an application. The manager decided that this person was not going to be hired. The point was made that spelling has nothing to do with the ability of the applicant to serve coffee. This point may be correct in an ideal world. But imagine that you were the owner of the coffee shop and your profits depended on the competency of the people you hired. Without having prior knowledge of the caliber of the worker, are you going to hire this person? Of course not. You are going to hire someone who has presented themselves, through language, as someone worthy of the job.
They found find large racial differences in callback rates. Applicants with white names need to send about 10 resumes to get one callback whereas applicants with African American names need to send around 15 resumes to get one callback. Whites with higher quality resumes received 30 percent more callbacks than whites with lower quality resumes. On the other hand, having a higher quality resume has a much smaller effect for African Americans. These percent gaps in callback rates are statistically very significant. It shows that African Americans face differential treatment when searching for jobs. This proves that race is very real and determines how much people earn and the life they can
When employers seek new employees, they have a variety of external recruiting methods available from which to choose. The method chosen may depend on such factors as budget, desired applicant characteristics, and type of access to potential employees in the labor market. Recruiting decisions should also consider each method’s potential for adverse impact against certain groups of employees. Adverse impact in employee recruitment or selection occurs when a hiring practice intentionally or unintentionally discriminates against a protected group (CSU-Global, 2013). To decrease the likelihood of adverse impact, employers should proactively engage in recruiting activities designed to reach a broad range of potential job applicants.
...t important? If you have that doesn’t make you any less qualified for the job
On the negative end of this employers cold be basing a persons performance on this.
Since they are hiring the person and not to fill a specific job position, it keeps the people flexible and innovative.
Allport defines personality as ‘the dynamic organisation within the individual of those psychological systems that determine his unique adjustment to his environment’ (Allport, 1937). An individual’s unique personality traits and attributes are a powerful indicator of how he/she will interact with the work environment. The difference between average and outstanding employees can often be solely personality related. As the employee is the most valuable asset to the company, ‘selecting the right employee during the process is critical’ (Carbery and Cross, 2013, pp. 41-53)
Personality tests and skills assessments provide valuable information for certain well-defined positions, such as seller, buyer and worker in routine production. The interviews to study the person, carried out by experts are also useful when simpler methods do not clearly show certain characteristics such as emotional stability. Psychological tests on knowledge have limited success. The diversity of requirements for them, coupled with the complexity of motivations and behavior of individuals, make the structuring of proof extremely difficult. Psychological tests and interviews implemented for personality assessment act as a supplement to other administrative criteria. When it comes to executive positions, the main value of the evidence lies in corroboration or uncertainty about personal qualifications. The qualifications of persons based on experience are an important administrative requirement (Archer & Smith,
Understanding the impact of my personality of other people helps me build productive working relationships with subordinates, peers, as well as bosses, alike (Bunn, 2013). The fit between personality and a company’s way of operating is vital when it comes to job satisfaction. Whether an individual is trying to find their place in the workplace or trying to find if they are moving in the right direction, it is essential for one to understand his/her personality, and how it impacts on the likeliness to fail or succeed in various careers (Hay Group, 2012). In the Session Long Project, I was required to make a personal assessment of the relevant set of skills, focusing on my strengths and identifying any weaknesses that the test may have revealed.
Personality tests cannot only be used in the selection process, but also to give the employer an insight to their employees in the workplace. Where they may be able to substitute certain jobs to certain employees who’s personality tests accompany that of the employee. Personality testing has been used in large businesses to determine how successful an employee may be in that workplace. Also discussed in previous tutorial classes, is completing the personality test for personal use to view whether or not there has been any personality changes over the course of working in a particular workplace as discussed previously that workplaces are a primary setting for personality traits.
Many job seekers will face employment discrimination or perhaps to be treated differently because of their skin color, age, or religion. Although it is illegal to discriminate in hiring and firing, however, one of the mo...
Some people can’t get hired because they don’t have an education and they are not qualified to do the work required. Most companies call a person’s references and if they don’t have a good work record they are not likely to get hired. Employees will always hire the most qualified person based on their resume, or brief account of one’s education and professional experience.