Quicken Loans Employee Selection Process Analysis

The preferred way of adding to the sales force is through industry referrals. Through such referrals, ESPN can have access to experienced, reliable, and suitable candidates with relevant industry experience. The selection of the interviewees is based on two selective criterion: First, the candidate must have a college degree and/or related industry experience, which can be determined through resume mining. Resume mining is a process that employers endure while selecting candidates through the use of key words, which associate with their job qualifications. Next, the candidate must have reliable and credible referrals on their applications. This measure ensures that ESPN has a trusted and responsible candidate, which can be verified. If these two measures are fulfilled, the candidate progresses to an in-person

Business has rules for just about everything important things like capital expenditures, accounting, and product design and testing. When to come to work, there aren't any rules for what's supposedly the most important thing a company needs to do hire and retain top talent. Not all selection predictors are of equal importance to an organization. Some methods may prove to be more valid and reliable in one organization and not as valid and reliable in anot

Quicken Loans, originally called Rock Financial, is a mortgage lending company headquartered in Detroit, Michigan. It was founded by Dan Gilbert in 1985, along with Ron Berman, brother Gary Gilbert, and Lindsay Gross. Two years later, the name was changed to Rock Financial Corporation and became the largest independent mortgage company in the United States. In a short amount of time, Rock Financial Corporation hit 50 employees in August of 1991, and RFC went public in 1998. In 1999 following its public launch, Rock Financial Corporation was purchased by Intuit Inc. for $532 million. Under control of Intuit Inc. it was renamed Quicken Loans, but bought back by Gilbert and private investors in 2002 for $64 million. Currently, Quicken Loans owns

The four perspectives in a balanced scorecard are, financial perspective, internal business process perspective, customer perspective, and learning and growth perspective. In the financial perspective area of Quicken Loans starts with them being a for-profit organization. In the financial perspective one of the main interests is shareholders interest. When looking at the shareholder’s interest there are two different categories they look at, revenue growth and productivity objective. To grow revenue of Quicken Loans they would have to work on developing new revenue sources by tapping into different markets. Along with that they should also be improving current profitability by increasing their profits from their current clients. On the other side, there is productivity objectives which are completed by the employees. This area of the financial perspective focuses on decreasing costs and resource optimization.

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

Recruiting and selection: Hires employees that relate to the corporate culture and makes the process transparent and gives as much information as possible to avoid mismatching.

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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.

The topic I chose to research and discuss is the topic of recruiting and retaining the best employees. I chose this subject because I felt it was important for an employer trying to compete in this very competitive business environment, no matter what the business is, to be able not only hire the best and most qualified employees but retain them and keep them motivated. The ability to distinguish the difference between high performing employees and lower performing employees can be detrimental to a company’s success or failure. In retrospect, this goes back to recruiting and retaining the best employees while avoiding and being able to let go of those of a weaker caliber. Before an organization can thrive in recruitment and retention,

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.

(Huffcutt et al. 2001) reported that criterion-related validities for interview are more reliable in recruiting and selection of a personnel. The interaction between the interviewer and interviewee are deems important to set up the reliability, validity, fairness, and utility of the recruitment selection process. Apart to that, based on Johnson Company requirement, the candidate should be able to perform market survey and deal with customer relation activities. From the facts, there is concern from that individual customers are drastically declining. The candidate must be able to do an analytical structure and initiative of follow up to tackle the issue. The candidate require to attend client feedback and gather teamwork solutions as well. The role also should cover tasks to conclude and manage to communicate the outcomes. It is essential for the candidate to have a proven organizational skills. The capability skills of problem solving and interpersonal skills are very crucial. This is because the main aspects for the position is able to communicate with customer and warehouse team to deliver some the products to the clients. The excellent communications and listening skills will be the advantage for the candidate. Through interview process, the interviewer must take consideration of the candidate willingness to travel and work on hectic period during the holiday season. The candidate have to be flexible and

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).

Employees were selected on the basis of their location, keenness, past track records and their ability to perform. This ensured deliverable, exclusive and round the clock banking services feasible.

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

To meet the client’s headcount and timeline objectives, ACA Talent developed a front-end recruitment model focused on recruiting, qualifying, and driving candidate volume. ACA Talent dedicated a team of three recruiters and an account manager. ACA Talent utilized its own extensive database of talent, social media, postings, and outreach to build a strong talent pipeline. Candidates were interviewed to assess hard skill sets; behavioral-based interviews helped qualify soft skill sets, such as time-management and customer service