Technology prevails in the way we do many things this is especially important in the business arena. Hiring is needed in every workplace to ensure the growth of a company occurs. By adding employees a business gains the potential to expand services and improve efficiency. This paper will present the issues based on a case study with recruiting, job description, selections, adverse impacts, and legal compliance.
Recruiting Sources
In hiring the appropriateness of identifying the proper recruitment sources is essential. According to The University of Connecticut Health Center (2013), interviewing does not make a good candidate out of a bad one. The higher the quality people coming into the interviewing process, the higher the quality the outcome of the worker. In the case study the customer service supervisor had the opportunity of preparing questions for interviewees, and the actual interview process. The more energy the hiring manager invests in recruiting the better the results will be (The University of Connecticut Health Center, 2013).
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.
Job Description and Selection
In lookin...
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...scrimination matters.
Conclusion
The research analysis has highlighted the Stars Hollow Hat Company and issues surrounding Recruiting Sources with regards to Job Description and Selection. This essay further outlined the Adverse Impacts and legal compliance issues set forth by the state and government.
References
Intuit Payroll. (2012). How to hire. Retrieved from https://payroll.intuit.com/resources/hiring.gov The United States Equal Employment Opportunity Commission. (2013). Employment tests and selection procedures. Retrieved from http://www.eeoc.gov/policy/docs/factemployment_procedures.html University of Connecticut Health Center. (2013). Hiring manager responsibilities to ensure equal employment opportunity and non-discrimination in the hiring process. Retrieved from
http://diversity.uchc.edu/hiringmanager/responsibilities.html
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
In this assignment I will be creating a report about two different organisations why businesses recruit and have vacancies. I will be going into detail about what internal and external sources of recruitment is, also I will list examples of methods in recruitment and explain advantages and disadvantages of these.
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
This is a review of an article which discusses the different techniques of hiring the right, mainly in this case, senior executives. This article aims to provide leaders with guidance on how to add value to the hiring process by improving their recruiting diagnostics. The article focuses on a concept which is referred to as fit and unpacks. This concept breaks down into sub-categories which are, fit with the job, fit with the leader, fit with the team, and fit with the organization. Instead of the traditional approach of recruiting and assessing candidates based on the current needs of the organization, this concept also addresses the current and emerging talent requirements. The article also considers the types of questions leaders should ask and what to listen for when assessing a candidate and whether or not they are “fit”. The article provides leaders with the ability and technique to gauge the authenticity of a candidate’s responses. Another topic this article addresses is the responsibility of the leader to provide the candidate with the right information to make informed decision about whether or not they feel they are fit for the job. The article also briefly discusses some complications that come along with being fit to lead such as avoiding bias behavior, being aware of preferences and prejudices, and learning from previous hiring mistakes.
The employment interview has been the key element used for determining a candidates’ worthiness in filling an open position. Organizations rely on employment interviews as a way to predict the future job performance and work-related personality traits of interviewees. Over the years validity of the employment interview has been under scrutiny, so it is no wonder that is has been the topic of many research papers. The definition of the employment interview is “a personally interactive process of one or more people asking questions orally to another person and evaluating the answers for the purpose of determining the qualifications of that person in order to make employment decisions” (Levashina, Hartwell, Morgeson, and Campion 2013, p. 243).
This case analysis paper; will discuss the issues found in the recruiting process made by Carl Robins for the new hire class. Due to the lack of training given to Carl when he started, he was unable to complete his job successfully.
The interview techniques used during the intake process was successful in
This case study is regarding the recruitment and selection process of the Southwood School. They focus on particular recruitment method: to advertise all teaching positions in a specialist newspaper publication called TES (Times Educational Supplement). In this publication basic advertisements were placed one time, and interested candidates were instructed to contact the school to ask for an application package which comprises all the required documents in detail to help out the candidates. Submission of the forms is to be made in relevant departments with two references within the due date.
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.
Recruitment is a serious issue for an organization and one that ought to be afforded a considerable amount of planning in order to successfully achieve desired outcomes. Recruitment is a costly process for an organization and poorly executed recruitment can result in selecting candidates that are not appropriate for the organization. A poorly executed recruitment can also reflect negatively on the organization’s reputation, which can cost the organization solid future candidates. Due to the cost both in time and in resources, a recruitment process deserves a solid training program that covers a variety of issues. Thought should be given to the topics to be covered in a training program, aids or materials recruiters will need, practical skills to be covered in the training, the person most appropriate to conduct the training, and any additional needs to be considered to ensure the training is most effective in achieving the goal of developing strong recruiting skills.
Human Resource management (HRM) can be defined and simplified in various ways. One definition is that HRM is to “get the right people on the bus, the wrong people off the bus, and the right people in the right seats” (Collins, 2001). The People theory is a theory in HRM that includes Recruitement and selection- two major subjects in the HRM function which concerns people and their way to a job for them.This essay will treat and discuss these two topics, recruitment and selection and their importance to the HRM function.
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...
...n process is very important for an organization to hire new members, as employees need to select the right person to do the right job. Therefore, employees need to read through applicant’s document and qualifications, hence organize an interview to be more close with the applicant, to know more about the applicants, see if they are suitable for the job position. Selection process can help the employees not to make wrong decisions, this is a good opportunities to assess skills, aptitude and abilities. (John, 2007)
...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.
Initially, there are four key issues or potential problems that Doris Washington is likely to face as the new human resources director due to the lax human resource and employment policies that XYZ Company has allowed their management to practice. Fair and equitable recruitment practices should be enforced when recruiting new employees, and managers who create their own interview questions may result in questions that are inappropriate or illegal. Although managers need to be involved in formulating questions that assess the knowledg...