Zarowin, S. (1991). How to find and keep the best employees in the 21st century. Journal of
The participants discussed issues about finding internal candidates to fill supervisory and managerial levels, however, the main concern for the participants was to have a pool of candidates for lower levels in the organization. The gap of skills continue to increase and looking to recruit externally is highly recommended when internal candidates is scarce. The partnership with local community to attract diversity and skilled talent was mentioned from few participants. Others prefer to find the internal candidates and groom them to higher
“Powell’s Rules for Picking People”—Look for intelligence and judgment and, most critically, a capacity to anticipate, to see around corners. Also look for loyalty, integrity, a high energy drive, a balanced ego and the drive to get things done (Harari, 1996)”.
Having an individual who is good at interviewing and has the skills to improve the odds of finding the proper employees is critical for the company. The Stars Hollow Hat Company insisted on gaining individuals for the customer service representative area, and asked the customer service supervisor to do the hiring. Asking people who you trust or have connections can find quality employees about 70% of the time (The University of Connecticut Health Center, 2013). One reason managers need to attend conferences and participate in professional organizations is to help them build and maintain networks for when an employer is looking to hire.
Barclay, J.M. (1999). Employee selection: a question of structure. Personnel Review, 28(1/2), 134-151. Retrieved February 24, 2011, from ABI/INFORM Global. (Document ID: 116360242).
Jack Welch (January 29, 2007), famous former CEO of GE, advises fighting against using your gut when making hiring decisions. It is the responsibility of company to hire correctly. A bad hire not only impacts the company, it jeopardizes the new hire’s finances, security, family life and health. It is a big step to take on a new job and can sometimes be traumatic. It is a process that must be taken seriously by the hiring company. ABC, Inc. is a company on the verge of tremendous growth that relies on the success of key projects. They are in a bind, because they have more projects than they have project managers. They have a pool of resourceful staff that could be groomed to be Project Managers and eager to be trained. ABC, Inc. is interested in developing a Project Management training program and will hire instructors for it. They will create a quality standard for the instructor position. Hiring standards align recruiting with ABC, Inc.’s business strategy. Leaders will be held accountable to the standard. Interviewers will be trained in the investigative skills necessary to determine whether a candidate meets the standard. ABC, Inc. understands that developing and enforcing a hiring standard is critical to success.
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
Hiring an individual is simple, but getting the right individual takes a lot of effort and this makes a big distinction. The finest workforce gets the work done, they are bliss to supervise and assist the organization’s development. Recruitment focusing on merely employing warm bodies could result in headaches and unexpected setbacks. Sudden hire might need hours of management and time used up in control, retraining in addition to terminat...
An important factor in hiring a new employee is their fit. The recognition of their similarities and differences with those of the organization will help to avoid high turnover and increase effectiveness through a stronger organizational culture. The idea candidate that would fill a position such as Andy’s would require conscientiousness, an extent of extraversion and emotional stability. Throughout the film, Andy
Recruitment questions for large operational startups include, what are the jobs, how is the employment market today, what is our competition locally providing, how can we get the best talent and finally how to do we retain them. The challenge for the Borgata was multi-faceted, a tight labor market in the surrounding area, a small local population of 40,517 of which only 63% where capable of working and the need for 5000 workers to staff the hotel in short time. (US Census Bureau. 2012). To compound the challenge the quality expectation was high, the “best of best” was required. Once applicants were enticed to apply and applications were received, the question became how do quickly identify the candidates to a manageable qualified number? How do we ensure the interview time is appropriate and effective for unto a hundred different job descriptions? To begin this monumental task of recruiting applicants, screening quickly for the appropriate criteria research must be conducted. Development of strategic hiring plans, tasks assigned to appropriate individuals and accurately executed with a c...
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.
A firm seeking to fill a vacancy has recruited a suitable pool of applicants. What characteristics should its selection process possess to ensure that the most suitable applicant is offered the job?
...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.