Introduction: Sarah Cox is my interviewee; the interview was conducted on the fly with a phone call due to her busy schedule. Sarah has been in her current role as the Vice President of Human Resources for eight months now at L.L. Bean. She started out at the company as a summer hire right before attending graduate school at Harvard University’s divinity school to study Organizational Ethics. I came into contact with Sarah while attending The State of New Hampshire’s PBL/FBLA conference where she was the keynote guest speaker and she shared her email with the students attending and opened the door to connect with her. I felt this was a good opportunity to learn more about L. L. Bean and the field of human resources. So, a few days after …show more content…
5) Are you apart of the society for human resource managers or any other professional organization and if so has it helped your career?
She is a member of the National Retail Federation (NRF) and The Society for Human Resource Managers (SHRM). She uses these networks to hear problems and solutions, but also to learn the latest information regarding the retail sector.
6) Does LL Bean passively or actively recruit for talent and which way do you personally prefer and why?
L. L. Bean does both and sometimes they even drive around the L. L. Bean boot-bus to college campuses across the country to try to attract college kids to work for the company. She told the conference she would like to be able to drive the bus someday. She does not have a preference regarding how talent is attracted to the organization and told me sometimes L. L. Bean uses search parties to find executives for their organization if her staff are busy. She believes good organizations actively and passively recruits for talent at all levels within an organization.
7) What matters more to LL Bean when they are considering hiring a candidate is it occupational experience, academic achievement, personal qualities, a mix of the three, or something altogether different?
LL Bean takes a balanced look at all three to determine the candidates suit for the role available. She says the thing which
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The past couple semesters we have focused on theories, techniques, role-plays, etc. However, I think learning more about the human services profession as a whole is extremely beneficial. For this assignment, I conducted an interview with a Licensed Independent Clinical Social Worker (LICSW) named Joshua Feinberg at Chestnut Ridge Hospital. Joshua has been working as a social worker for four years. He enjoys the counseling aspect more than anything as being a social worker. At Chestnut Ridge Hospital, LICSW are technically called a “Clinical Therapist”. They are called clinical therapists because they mostly do counseling at this facility. During the course of the interview, the questions focused on the professional roles, positives, negatives,
After writing my Professional Development Plan, I thought about a person who had knowledge of my desired position, but who also had experienced things in their life that would translate into their work ethics. After much thought, I turned to Dana Yorko. A family friend and a woman who has had experience in both the corporate world and life. Dana currently works as an General Manager for a company titled American Executive Centers. Our entire interview spent a total of three days, which consisted of exploring her work environment and the duties and responsibilities behind her position at AEC.
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Most companies worry about the disturbing effects of a bad hire such as cost and time versus identifying someone who is great. Unfortunately, many human resource professionals overlook distinct skills that these top performers have and what the company actually needs. Some of the examples of how narrow recruiting process excluded talented prospects like author JK Rowling as she was turned-out by four publishers this is one example how organizations need to open up their minds and seek distinguish talent. Organizations need to change their culture, become bolder and take risks. A more detail approach is not applicable for every organization. It really depends on the type of organization that your recruiting process needs an in-depth procedure. If you a hiring a general labor you wouldn’t use this approach but you would use it for a surgeon or a schools president. The main conclusions in this podcast is that companies need to think beyond the negative outcome and think about what can go right. Finding exceptional talent will still be a challenge but those that do take that challenge will have even better outcome and
An interview with Caitlin Rosenthal, in 19th centaury the plantations along with their use of scientific approach to management as a technique of increasing the metrics of standardized efficiency. Rosenthal concluded that many plantations were more sophisticated at the time than factories.
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Individual differences- attracting a wide choice of applicants will be of little use unless there is a measuring how people differ, i.e. intelligence, attitudes, social skills, psychological and physical characteristics, experience
At first, it was intimidating listening to Carmichael Lynch (CL) Talent Acquisition Director Ed Huerta-Margotta speak and provide insight about his agency’s hiring strategy. He got straight to the point in his presentation and emphasized his professional game of “hide and seek.” However, once Huerta-Margotta ran through his slides, he opened up the floor to questions, proving himself as a valuable student resource on applications, personal brand and hiring expectations.
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To work in the Human Resource management field you must maintain and improve the company by planning, implementing, and evaluating employee relations and human resource policies, programs, and practices. It is a challenging and yet rewarding field to work in. However, just like every business field, people who work in the human resource department face many challenges when it comes to discrimination.
as the only way to access whether a person is suitable for the job is
Selecting the right employee to fill a position is one of the most challenging decision making processes a company has to make. The ultimate goal of employee selection is to hire the candidate who is most compatible not only with the organization but for the position that they are trying to fill. In order for the candidate to be successful in a particular position, their talents and personal goals must be taken into consideration and objectives need to be utilized in order to retain qualified individuals. The most common forms of selection methods are resumes and applications but testing, interviews, reference checks, honesty tests, medical exam and drug
Talent acquisition is defined as the “strategic approach to identifying, attracting and onboarding top talent to efficiently and effectively meet dynamic business needs” (Erickson, 2012). Talent acquisition has the unique role of ensuring job applicants not only have the right credentials for the job, but also have the right mentality for the job. In other words, the person who ultimately will be offered the job needs to ‘fit’ within the firm’s structure and culture.
Recruiting highly capable employees has become more than an art, it has now become a strategy. And taking a strategic approach means utilizing a strong recruitment and selection process to attract the right candidates to my organization. The strategy has grown, there are several effective recruitment and selection strategies that are far more advanced than simply asking the right questions.