Misfit Employees

Organizations are growing in size each and every day, which in turn creates a high demand for employees. This outcome, however, needs a systematic approach to determine the right employee for the right position. The process has become so large that organizations need specialized help from Human Resource Management (HRM) departments to ensure that the requirements of the position are met. Therefore, the HRM department provides the function of job analysis in order to select the right individual for the position. "Job analysis is a complex and vital part of every HRM program, as well as an important systematic process used within an organization to determine future members of the workforce." Job analysis

The common perception of a recruiter is evolving quickly in the workplace (Boswell 2001). Where once recruiters were viewed as a tool to simply acquire candidates, modern recruiters have greater responsibilities to their clients. These responsibilities can include tasks such as organizing paperwork, completing pre-screening measures, and even occasionally preparing training curriculum (Darrell 2002). Recruiters are further expected to provide quality screening of candidates and ensure the optimal match for each applicable position within a company (Posner 2006). As with any other job within a company, recruiters must take this work seriously and avoid procrastination to ensure a smooth transition for their candidates into the new workplace. Should the transition fail to be smooth, the full blame modernly falls on the recruiter who failed to use proper coordinating strategy.

There are certain strategies that employers use to make sure that they find the right employee such as advertising, employment agencies, web, colleges, professional employment organizations, temp agencies, unsolicited applications, and soliciting specific applicants. There is more than one way to look for employees. My friend, Jonathon Montgomery wanted to start up a small marketing business for local restaurants and sought to hire lot employees to spread the word around town. He went on craigslist to create an ad and three days later he found himself interviewing multiple groups of people to fill the role. He did not have as much trouble in the interviewing process, but he has a lot of trouble in the selection process. In the selection process, it is important to understand the strategy used to select the most qualified employee for the position. Selection the right employee is important and was really important to Jonathon. Our reading states, “ Selecting the right employee is one of the most crucial processes.” (Youssef, C. 2012) It is important, because when selecting the right employees, human resource management must take into consideration, laws of equal employment opportunity and while making sure they select the most qualified candidate to fill the role. In addition, organizations take into consideration within the selection process, employees are not only equip with the job qualifications, but they are equipped with the characteristics, such as motivation,

For this paper, I will specifically speak to the undergraduate recruitment and selection process at Liberty Mutual. It starts with HR Generalists working with the business to determine need, budget, job description, and specifications. Business provides information for HR to create the job profile in the company portal. Competencies are determined based on examination of previous employees’ performance in the same role. Typically, the key attributes possessed by all successful candidates make their way onto the job positing. In order to attract qualified candidates, recruiters attend information sessions, career fairs, and other networking events in partnership with colleges. Liberty also values internal employee referrals.

At times, after firing the underperforming employees, a company may end up replacing him or her with even a worst performer. In such cases, the organization will have to go through a series of firing and hiring employees frequently. The problem with this arrangement is that businesses waste a lot of time and resources (human and capital) when trying to find that perfect employee to fill any given job vacancy in their organization (Shaer 10).

Thomas Claburn’s article is intended for individuals who are both hiring and looking to be hired. The purpose of this article is to inform the readers of the significance of hiring the most qualified applicants versus those who may share mutual interests. Claburn discusses the advantages of using computers to evaluate applicants such as increasing how long employees will remain employed with them. A study was conducted by former students of the University of Toronto, Yale University and Harvard Business School which examined 300,000 low-skilled workers. Results of this study concluded that those hiring based on individual opinion produced adverse results when compared to choices made via computer. Utilizing computers to manage the hiring process allowed job testing to improve hiring results by providing additional information that was verifiable. The data presented by this study leads us to believe the low-skilled jobs are the most likely to practice automated hiring services which could later result in computers hiring other computers.

This case analysis paper; will go over the issues found in a recruiting process made by Carl Robins. Due to the lack of training given to Carl when he started, he was unable to complete his job successfully.

Fake candidates will frequently exist in industry with moderate measurement: no longer because head hunters are careless or irresponsible, however, considering the complexity of recruitment is more often than not difficult -- and humans have simplest constrained ability to control complexity. Additionally, it is true that for any intricate systems, implementation of employment screening services can on no account be totally ruled out.

Hiring mistakes are costly and contribute to employee turnover. Part of the problem is that many companies continue to do things the way they have always done them. Outmoded hiring practices no longer work in our global economy.

All too often, many companies or industries may be in an unfortunate position which includes the requirement to quickly fill the demand of employees; this instance is known as “warm body hiring.” “ The Harvard Business Review points out that as much as 80% of employee turnover is due to bad hiring decisions” (Russell). These toxic workers have a higher impact than the superstar employees that are highly sought after by employers. In these occurrences of short sighted hiring choices, they oftentimes do not end in success. Not only does it not solve the problem at hand, but it causes additional issues. These issues include wasting vital time, the loss of costs included in recruiting

It is vital that you avoid a mis-hire as much as possible, because of the impact it will create in the company, particularly those you may not even realize is a side effect of that bad decision. Yes, there are more negative implications, apart from what is already obvious.

In the era of Liberalization and Globalization organizations are recruiting resources across the globe. This brings in a wide variety of talent and helps the organization in terms of cost. However there is a risk of selecting candidates who do not possess genuine skills & experience.

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

After hiring someone under the pretense that they will be right for the job, even then they may not live up to their attestations or possess the qualities stated in their profile. In addition, it may be that they do not fit in or get along well with other employees, therefore causing conflict or discontent to an otherwise harmonious staff.

Selection is a key responsibility for all manager and supervisors involved, rather directly or indirectly, in the hiring process of an organization. Selecting and hiring the wrong candidate can become costly to an organization. Therefore, the selection process should be handled with tedious care and precision to ensure to hire the employees right for the job. Potential candidates should be hired based on their skills, and knowledge relevant to the job. For instance, to ensure suitable hiring for vacant positions, the job description should meticulously be designed to properly reveal the skills necessary and required to perform the job specifically. Using a data-driven selection or hiring approach helps in increasing or enhancing the suitability of the hiring decisions made in companies or organizations. When the selection is based on the data obtained, it ensures that the success rate will be high because the potential candidate has been selected based on precise data, resulting in the likelihood of high performance. However, following a data-driven approach a company’s focus is on the required and mandatory skills and competencies required to perform a particular job.