Outmoded Hiring Practices

One of the most important pieces of advice for all recent college graduates is to put effort into preparing for every interview. A mock interview will make people feel more comfortable in the real interview. During the interview recent graduates need to know how to advertise themselves and show the interviewers what they learned in school since they are not going to have a lot of professional working experience (Fallon, 2015). Also, recent graduate should understand their strengths and weaknesses and try to emphasize the former and minimize the latter. Also, job seekers should highlight what benefits they can bring to the

Internal advertisement is one method to be used, where companies announce/advertise its job vacancies to its existing employees, which may represent promotions. Sainsbury’s usually places internal advertisement to select supervisor and internal staff transaction; they put advertisement at company’s notice board or make announcements at meetings cross stores within the region. It will be easier for company to select suitable candidates because existing employees has more knowledge and cost less for the company.

Internal recruiting can promote growth from within the organization. Many large companies encourage internal promotion as a source of friendly corporate culture.

Many times people hired do not end up staying, leaving the organization understaffed and out the expense of the classes the employees received.

The majority of the union employees working in mid-level positions choose not to advance to the upper-level supervisory positions because they do not want to lose some of their union benefits or pay. Thus, the number of internal applicants for promotional supervisory positions suffered. The stretch assignments help employees in lower level positions train and gain experience for the promotional opportunities.

A bad hire for your company not only jeprodizes your company but it could put your employees at risk of getting hurt. A lot of business avoid doing a background check because it cost them money. They rely on the individuals resume and check the persons refrences. And out of personel experience I have never had one of my refrences called. Companys risk everything when they avoid doing a background check. A background check would show past employment and reasons for not still working at there previous job. It would also detect if they have a criminal background. Just doing this one small thing could make a huge difference on whether or not your company succeds.

Based on my analysis and the affirmative action plan, I think that it would benefit Tanglewood to change their recruiting and promotion practices. While I believe it is desirable to promote within an organization to maintain the company’s values, the culture of the company will benefit from the addition of a more diversified staff. By only promoting from within the company Tanglewood runs the chance of maintaining the same percentages employee

High employee turnover has monetary costs. Though estimates vary, most experts agree that turnover costs, when all things are considered, equals at least 25% of a leaving employee’s annual wages (Silva & Toledo, 2009). For example, for an employee making $25,000 per year, the total turnover costs associated with replacing that employee would be at least $6,250. This includes cost of prescreening measures such as drug tests, background checks, application reviews, interviews, pre-employment training and other recruitment costs (Dolfin, 2006). It also includes implicit cost associated with on the job training and the productivity loss experienced by other employees that must help acclimate new employees to their environment

Hiring internally gives the current employees more hope and will improve the problem you are facing with keeping your employees loyal to the company. Although focusing primarily on internal promotions decreases the chance of finding a stellar employee, it will solve a lot of the current problems your company is facing. I recommend that you promote current females and minorities internally. This will keep more low entry level employees motivated to stay and also improve your problems with incumbency percentages as well.

External Hiring- As I mentioned before, it was part of my strategic plan to promote from within when plausible. I hired externally for entry-level positions and most mid-level positions. I usually promoted internally for upper-level jobs, but occasionally hired externally to acquire employees with a fresh perspective. I consulted the staffing report to view projected available positions in each level to determine promo ability. Overall, I hired more external employees because the majority of the available jobs were in entry-level positions. I chose not to hire any employees in the first quarter because I was not sure of the simulation and used that quarter to see the difference between projected resignations and actual without making any decisions. In quarter 6 I chose not to hire for budget reasons. The following chart reflects the internal and external hire values per quarter.

Hiring the wrong employee can have a detrimental effect on any team. According to McDonald (2013), “Not only do bad hiring decisions drain an organization’s budget, they also take a toll on morale, productivity and time. Misfit recruits require significant attention, distracting both managers and team members from focusing on business-critical initiatives.”

It would be beneficial to hire both internally as well as externally. Chern should continue to develop and promote their current employees into higher positions within their department based on their level of skills and experience gained over the course of their employment with Chern.

How to avoid the repercussions of negligent hiring (Anonymous, October 2006) mainly tries to help employers avoid successful lawsuits by avoiding hiring the wrong person in the first place. In the article, the "wrong person" is defined as a violent person or a person whose criminal background can affect his/her work, particularly if the person does not reveal that criminal background. If the wrong person is hired, the employer could be sued by the employee or by other people who have to deal with that employee, and litigation for negligent hiring of the wrong person is an area of employment litigation that is growing fast. If an employer is sued for negligence, win or lose, the employer will have to go through litigation, pay attorney's fees and risk negative publicity; consequently, the ideal is to avoid the suit completely.

In many cases, resources are wasted on candidates who are not really a fit for the job during the hiring process.

Even when promoting employees intensively from within the organization, it is the role of management and HR to keep an eye on valuable candidates from outside and to benchmark internal skills with external offers.