Kathy And Sam's Role In The Hiring Process

Cynthia has always performed well in her job, and has received good performance appraisals. She has been denied a promotion to a more lucrative sales position because she was told she “is not attractive enough” for the position. Cynthia is likely a victim of

Though Dr. Josephs’ report looks comprehensive, it could be considered to be lacking all the information needed to conclude who the best candidate for the position is. To come up with scores, Dr. Josephs did not take into consideration the conversations the interviewer had with each candidate. Though Mr. Zimpher’s resume may have showed that he possessed all the skill she gave him credit for, those written words don’t necessarily translate to actions. It could be that he was not able to convince the interview panel that he actually possessed those skills. Mr.

What was the candidate's attendance record? Was the candidate on-time and dependable? She is dependable, and on time for work.

It takes some thought to distinguish the facts from your judgments, but the results are more meaningful to employees and more productive for you. Conversations based on evidence lead to employees owning the situation because they can focus on the evidence you have presented rather than your judgment” (Green, 2013). A good portion of the facts of the case study is based Kareem’s background information and the behaviors observed that caused the termination of Kareem. The information in between the reading and the reasonings given behind the termination results in it being judgment based. Although Thomas states that one of the key reasons that Kareem was terminated was due to his number declining subsequently of him being far from his work area, yet there is no solid evidence or pattern of behavior to back up his case. One of the first issues in this case was the lack of communication. As mentioned earlier, Thomas nor Janet took the time to provide feedback to Kareem (prior to the termination conversation) around his performance or the concerns that had been raised. It is imperative in a performance conversation, for there to be specific examples or data that can support the reasons behind the discussion taking

Linda Dillon has sued Champion after she was encouraged to take a more challenging position within the company and was then fired for not meeting expectations. She claimed that she was told that it would take several months to get up to speed and that Champion would give her extensive training. Instead, she was only given four days of training and was fired without notice after two months.

The other candidate was about to graduate a two – year technical college as a registered nurse. Although this met the requirement listed on the job description, however, due to bad experiences with two – year RNs the administrators decided not to interview her. While it could be a correct assumption that two – year RNs do not have the technical skills as compared to 4 – year Rn, it could have also been the teaching that the company was providing to these employees. Both applicants would technically be able to perform the tasks listed on the on the job description. The only logistical issues would be that the agency needs a nurse as soon as possible and the two-year RN applicant potentially had more than that left in her schooling. The other being that Ms. Jenkins did not have home health care experience.

I am having a very difficult time understanding why Edmond Dent was presented to California Boiler as a viable candidate for our field staff position. I have attached Edmond’s DMV record, please note that at the time Bradley-Morris pre-screened this candidate; his license was expired, he had three recent 2014 citations on his record and it was suspended effective March 19, 2005 for an indefinite term due to failure to pay. California Boiler invested a significant amount of time and money to your company with the promise Bradley-Morris would provide us with a specifically recruited, pre-screened, pre-matched candidate. I have been placed in a very difficult situation and you haven’t offered any remedy. Is there someone else at Bradley-Morris

If Palm Beach County can prove that there was a reason to hire Mr. Merriman over Mr. Zimpfer other than age, the county needs to gather that evidence. Even though Mr. Zimpfer is very qualified for the job, Mr. Merriman’s interview could have been better and he could have showed the management of Palm Beach County his enthusiasm and excitement regarding the job. The interview aspect of filing a job in very important in determining how well a person will fit in with the organization and

When a company experiences a financial setback of the magnitude that More Beer, Incorporated had after its failed venture into internet marketing, it sometimes becomes necessary to reduce the workforce in order to mitigate the losses. The Human Resources (HR) Department faced a very difficult decision in choosing whom to fire, as there was a potential for legal action with each of the five candidates presented for possible termination. In addition, many of the candidates also had personality traits or

We chose not to interview the other three individuals that applied because we believe they would not fit our criteria for the job description and job specifications. Rosa Bonita did not elaborate on any of her experiences on her resume which did not give us a good impression. We believe that her vague impression on paper reflected her work ethic, below average and not in parallel with Panera’s value of hard work. The next candidate that we did not believe was a good fit was Hannah Bestor. This individual has an outstanding list of experiences but she did not match with the assistant manager position that we posted. Her education was primarily focused around biology and chemistry, and we believe that she may be too qualified. Although we are

The key fact in this case is Walton Arts Center selected a new President by the name of Anita Scism to help bring revenue, and to change things around within the company for the better. Although, Anita was aware of the numerous different challenges that she would have to face, made her want to strive even more for improvement for the Walton Arts Center. “Anita Scism was highly recommended by Bill Mitchell the President who is primarily responsible for the growth and success of another Art Center in the state of Virginia” (Lester, 2007, p.6). Because of Anita’s’ knowledge and skills learned from being under the wings of Mr. Mitchell gave Mr. Mitchell confidence that Anita would be a great candidate for the job. Anita Scism new exactly what

The most difficult things to make this choice were the condition of the employee, the discrimination and getting around the legal consequences. Nowadays, we are supposed to live in an environment without discrimination and firing her would be an evidence of the opposite.

Business leaders among a wide range of industries agree that an organization’s success is determined by attracting and retaining a quality workforce. However, many organization’s hire employees based on a certain set of skills the employees possess, or acquaintances they have within the organization. Many organizations fail to consider if the prospective employee fits the organizational culture. In the case of Two Tough Calls, the Program Manager, Susan, was faced with a managerial dilemma; retain or terminate two underachieving employees.

Suncare Distributors, a local distributing company, hired me based on my past performance. Management at Suncare Distributors looked into my previous employment and found that tasks were developed similar to the position they were looking to hire me for. They predicted that I would fit right into the company based on the skills and abilities retained from my previous employment. Most companies would use this method to ensure the success of their business.

as the only way to access whether a person is suitable for the job is