Outback Steakhouse

The recruitment and selection process can affect the efficiency and effectiveness of any organisation so it is crucial that the right person is employed for the job. The selection process also involves the image as an employer and its ability to attract quality staff. When an individual is applying for a job, he/she will need to undergo some steps.

The most effective questions tend to be behavioral, focusing on situations and experiences that the candidate is likely to face on the job, or that the candidate has faced in a prior position.

The recruitment and selection process have different stage that all have to be to follow, to select the right candidates for the job vacancies.

Propose two ways that a company can gain a competitive advantage over other companies when striving to recruit job applicants. Determine whether technology has assisted or hindered the process.

Choosing a restaurant can be difficult at times since Houston has a plethora to choose from. My family and I enjoy trying new restaurants to eat at, our personal preference is steakhouses. There is nothing better than going to a steakhouse to enjoy a big, juicy, mouthwatering cut of beef. Fogo De Chao and Outback steakhouse are two of our favorite restaurants to choose from; but, Fogo De Chao has always been preferable. Both share common traits, however, they differ in the food they serve, the atmosphere, and the service provided.

The goal of selection programs are to capitalize on individual differences in order to select the applicants who possess the greatest amount of particular characteristics that have been assess to be the most important for job success (Cascio & Aquinis, 2011). This goal can be met by utilizing a classical approach to personnel selection. The classical approach to personnel selection starts with the job analysis. From the job analysis sensitive, relevant and reliable criteria are selected on a basis of importance to describe the job specifications that represent knowledge, skills, abilities and other characteristics (KSAOs) that potential applicants are desired to have for the job (Cascio & Aquinis, 2011).

Prasanna V oUTBACK sTEAKHOUSE 6000I Vikram Prasanna hereby certify that the attached assignment and all materials therein have been created by me unless otherwise footnoted and that all the material contained herein including charts, graphs and other materials have been created by me.

Recruitment and selection process held an important role for building a strong sales force performance. This process requires the company to invest through human capital as an important resource. The objective of this process is searching for qualified candidates to fulfil the right positions and hopes that they can make long-run returns for the company. Even though there is no right or wrong way how the company chooses the right candidates for certain positions, every single step in recruiting and selecting candidates should be taken carefully in order to get the right person in the right position.

First published in 1999, Klinvex, O'Connell & Klinvex's (1999) Hiring Great People has become a briefcase staple. The principles contained in the book remain relevant not only for human resources but also to managers concerned about maintaining a strong and cohesive organizational culture. As Merrill (2013) points out, "hiring shows a great deal about a culture," because the methods used to attract, screen, and hire personnel reflects on the character of the company and its leaders. However, Klinvex, O'Connell & Klinvex (1999) are concerned mainly with the means by which to actually hire great people. The book is a compendium of knowledge regarding everything from composing proper job descriptions to issues related to discrimination, to how to structure a successful interview. The authors go so far as to include managers' checklists to make Hiring Great People a practical handbook as well as a reference guide. Managers, and especially human resources managers, should have a copy of Hiring Great People on their shelves.

This paper will review and outline the selection tools for a hiring program to hire a project manager for our firm. The selection process that businesses go through is probably one of the most important steps to ensure that the right people are placed in the right job that best utilizes there skill sets for a particular job. Getting the best individuals for the job will help ensure the business has the best chance for success opposed to spending time and resources fixing problems with individuals that make have not been the best fit for a position. Better selections research and planning will contribute to the organization with better performing employees and

It is critical to match the personality and talents of the individual with the requirements, needs, and rewards of specific jobs in order to get the desired outcome for both the individual and the organization. They must have proper skills and training but also, they should enjoy the job. An exaggerated example of this might be hiring a nurse to work as a chef in a hospital. While the nurse may have the skills needed to cook meals, they may become bored and not enjoy the job because it is not what they were trained to do. This could result in problems with retention if people are not suitably matched with positions.

Attitude and fit and the importance of culture are more valued than skill. One person submitted her resume on the icing of a large sheet of cake and got the job! Highly skilled applicants had been frequently turned down if their attitude was not right.

One of the most crucial elements of a successful or productive organization is an effective employee selection process. The significance of this process emanates from the fact that how workers carry out their jobs plays a crucial role in determining the level and extent of success of an organization. Due to the significance of an employee selection process, organizations draw candidates for open positions from the labor market. Actually, top-performing or successful organizations draw candidates from approximately 60 percent of the labor market. This trend includes sourcing for passive candidates who would prefer to remain contented with their present job. Moreover, organizations will relatively low or poor performance draws candidates from nearly 40 percent of the labor market and active workforce. An example of a top-performing organization that draws candidates from the labor market is Wal-Mart. The labor market plays a crucial role in employee selection with regards to having a population with the necessary qualifications for working in various organizations.

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

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.