The Hiring Process

In place of a prospective employee's cognitive ability, the uniform guidelines insists on personality appraises, biographical information, and various consideration based on race and ethnicity as a base to "hire" the "right" number of appropriate racial and ethnic representations. The skills and technical expertise regarding a given job are regarded lowly especially in situations where a significant proportion of persons from the minority group lacks these skills.

Examine two ways that companies can recruit qualified job applicants. Determine which method may be most effective and predict how it could benefit the company when hiring new employees.

Y o u r C a r e e r: H o w t o M a k e It H a p p e n

Boards of Trustees at community colleges play a key role in the hiring of a new president. It is important that before the hiring process begins, the board develop a model that they would like to follow to achieve this goal. As a liaison for the board, I will ensure that the critical steps needed in order to have a successful process are accomplish. There are several components needed to create this model. The steps include, identifying the qualities that the board would like to see in a president, establishing the hiring criteria, creating a job description, recruiting measures, and the selection process.

For many years, company recruiters and hiring managers had the same tools at their disposal to locate and evaluate job applicants. Finding the right person for a job often was and still is a lengthy and costly process. The payout for selecting the best candidate can be significant, and hiring the wrong person can be costly, yet often mistakes are hard to avoid. The wrong

The first is “when in doubt, don’t hire.” Great companies do not settle or hire just to fill an open position. They take the time to interview and constantly look until the find the person that best fits the position and the company’s needs. Hiring the wrong person can waste valuable time and money that could have been better used.

The agency today has a comprehensive recruitment process. Like any other career plan, to begin the process of becoming an agent of the FBI, you first have to contain a college degree. Contrary to the assumption that a major in criminal justice is needed to apply for a position in the agency, the FBI hires individuals with various degrees. This helps the agency have diverse teams and members for numerous field objectives. Once an individual is ready to apply, the first step is to go to the FBI’s website and create a profile for themselves. You provide personal information, a well-organized resume, and answer several questions that allow the individual to reassure they are qualified to even submit an application, and lastly submit important documents

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

This assignment will be investigating what constitutes “best practice” in recruitment and selection, and explain what strategies should be used to ensure the best qualified and most effective employees are selected. In particular this essay will focus on;

Finding the right person for a specific job can be a difficult task and there are many components that management would need to determine before hiring an individual. Even though an individual interviews well and has the qualifications for the job, they may not be a great fit for the job or the organization. If an employee is hired with that criteria, then it could really affect the profitability of the company and generate a lot of dissatisfied employees and customers. “The ability to put the right people in the right place, at the right time, is crucial to the success of any exceptional company” (Alter, 2015, p. 43) Therefore, the hiring process needs to be taken slowly and the potential employee needs to be evaluated very carefully to avoid the consequences of the employee not fitting into their job role or more importantly not being the right fit for the organization. However, we know that sometimes this situation is inevitable, so how what are the consequences of hiring individuals that do not fit their job description or that are not the right fit for the organization?

Reflect Upon a Time When you had a Negative Recruiting/Hiring Experience. What Were the Signs the Experience Wasn’t Going Well?

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

For many years companies have depended on three basic tools, such as résumés, interviews and references to gather qualified candidates. These sources are commonly used in a day to day basis but have proven to be inadequate for consistently selecting good employees. When it comes to hiring and selecting you want to use productive tools to help determine the best decision possible. Using the incorrect tools to hire and test potential candidates causes employee turnover and retention. Companies need to understand what pre-employment assessments are and why they are effective. I will be discussing the best means of hiring and testing new employees. Exploring what other companies are doing in hiring and testing, accessing the positives and negatives of each, and lastly offering recommendations to our department.

The recruitment and selection process refers to where organisations use various methods in order to generate a pool of candidates that are suited to the job at hand and align with the organisations goals. With technology being used and relied on by many in the business world, it is important that organisations stay relevant by implementing both web-based applications methods and scientific tests to attract the best possible people for the job. These both have their benefits and negatives when used in the recruitment and selection process, but with some modifications, they would further aid organisations to attract the best possible employees to fit into the job.