...Best Way to Hire People Donalisa Johnson Kline English Proficiency/01 July 13, 2015 Facilitator: Beth Pouska Best Way to Hire People Building a great organization requires great employees. Hiring the ideal employee for a particular position, whether you are attempting to promote internally or hire externally, can be very stressful. The purpose of an effective hiring process is to increase the organization’s potential, but an ineffective hiring process can cause the organization to spend excessive money and time, and create a bad reputation in the marketplace. This essay will address the best way to hire people. Step 1: Job Posting An effective job posting should be clear and concise and attract qualified candidates. It is best to ensure that the job description is clear and can be understood, if not applicants will assume that they will enjoy the job and can perform the job. List specific requirements and limitations for the job requirements; for example, educational requirement, experience requirement, and scheduling requirement. The employer should be up front about the job description and requirements. The employer should recommend that the candidate not to apply if they can’t perform the duties in the job description or meet the job requirements. Avoid creating simple applications which only requests a resume to be attached. Instead, add an assignment to the application, which requires the applicant to follow instructions and put forth greater efforts...
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...or an unpleasant situation at all. Better, yet, searching for the best hire to work for your business is rather simple. Before I took the job as the retail manager for LensCrafters at their Dearborn Michigan location, I attended a...
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...five (5) ways in which such an assessment would expose any existing performance deficiencies. An employee needs assessment is an asset to have in the retail industry. In this demanding line of work it is imperative that we have employees who are fully capable of doing their job well and quickly. Therefore, the needs assessment is needed to help shine the light on those candidates who best fit our needs. One way that a needs assessment may expose any existing performance deficiencies is by looking at the candidates’ individual needs. A needs assessment would help the company see which candidates need what type of training and save time not training the right person incorrectly. Another way that a needs assessment would expose any existing performance deficiencies is by looking at the organizational performance. This will help figure out the skills, knowledge and abilities that an agency needs from a candidate and help the organization recruit only those individuals that will help them and not hinder them in any way. The other way that a needs assessment can help expose any existing performance deficiencies is through an occupational needs assessment. This assessment examines the skills, knowledge, and abilities required for affected occupational groups. Occupational assessment identifies how and which occupational discrepancies or gaps exist and analyzes how well an employee is doing a job. It then determines the person’s capacity to do new or different work. Another way that a...
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...area and the reasons I chose it…………………p. 3 2. Motivations of hiring top talents ………………………………………………..p. 3 3. Mechanisms in place to hire top talents ……………………………………. …p. 4 4. Assessment of the top talent employees ………………………………………..p. 6 5. Open questions on top talents …………………………………………………..p. 6 a. Unusual techniques for recruiting top talents ……………………. p. 6 b. Hiring top talents in the 21st century ……………………….……. p. 6 6. Conclusion ……………………………………………………………………… p. 7 7. Interview questions……………………………………………………………..p. 8 8. McGill Application Form………………………………………………………. 9. Thank You Letter and Business Card....………………………………………p. 9 10. References ………………………………………………………………………p. 10 1. Introduction a. Statement of objectives of report Recruiting the best employees for any organization is an ongoing challenge for every manager, supervisor and human resources professional. This report is intended to explore the reasons organizations search at hiring the most talented employees over average ones. With the interview conducted at McGill University, this report presents a comparison of recruitment approaches and methodologies used to hire top performers from an academic to real world perspective. In particular, this paper focuses on understanding the motivation, mechanisms and assessments in place to hire top talents in an organization. b. Brief Description of the company McGill University is one of Canada's...
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...orientation was booked for the entire month of June and must be freed so that new trainees can have their orientation. The goal is to have new hires be ready for work by July. Solving this problem will require possible rescheduling, and requiring applicants to refill out the missing portions of their files, on top of taking a drug test before July. Meeting the goal will be crucial because ABC, Inc., on top of the operations supervisor will be counting on having the new hires ready to work by July. ABC, Inc. hired a new campus recruiter back in April and in his first recruitment, he could hire new employees after only working on the job for six months. He set up 15 new hires that were going to work for the operations supervisor. The operations supervisor wanted the new campus recruiter to coordinate with the new hires by setting up a training schedule, orientation, handing out manuals and policy booklets, etc. He was also to have the new hires receive a physical examination, on top of a drug screening. He had the new hire orientation scheduled to take place on June 15 and have the new hires start working for the operations supervisor and company by July. Unfortunately, there were incomplete applications and no transcripts were put on file because of poor timing and waiting until after Memorial Day. Also none of the new hires were sent to the clinic for the drug screening. It was also found that not enough of the orientation manuals...
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...The Challenge of Managers to Hire the Right People A manager has one of the most demanding roles in the business world. In today’s business environment, he or she is responsible for a wide variety of tasks while facing many challenges. One of these is hiring the right people for an organization. The hiring process is difficult because many people apply for jobs, but very few are actually a good fit for the company. In addition, the replacement of employees is costly. However, exceptional managers are able to create a fairly consistent selection process while applying theories of management in order to face the challenge of hiring the right person. Hiring the right people has become a major challenge for most managers in today’s business world. Eric P. Bloom states, “Everyone employed by the company…is an expense to the company.” (2) Therefore, part of that expense is the cost it takes to replace a new employee through the hiring process, otherwise known as employee turnover. There are countless sources that show varying statistics on exactly how much this costs, mostly depending on the role and salary of an employee. For example, a Center for American Progress (CAP) study showed average replacement costs for a mid-range employee (annual earnings between thirty and fifty thousand dollars) was twenty percent of his or her salary. The study also suggested the cost to replace an executive, such as the CEO of a company, could be up to as much as two hundred and thirteen percent...
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...Based on what we read in this case, with prioritize the staffing outcomes and rank order the recruiting sources based on their ability to maximize the company's staffing goals for the sales associate position. The most effective way for Chern’s hire up is through employee referral because across the board everything is good the hiring speed in terms of months is very quick, the hiring fitting in with the companies culture is the best, the average first year financial return is the highest, and lastly the first year turnover rate percentage is the lowest. The second effective way to hire would be using Chern’s.com for the reason that the everything across the board fits the find applicant that fit with the culture fit of Chern’s is good,...
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...Measuring Quality of Hire – The Ultimate Recruiting Metric By Dr. John Sullivan & Master Burnett © 2007, Dr. John Sullivan. Table of Contents Table of Contents....................................................................................................... 2 Abstract...................................................................................................................... 4 Why You Should Read This ................................................................................... 4 About the Authors ...................................................................................................... 5 Dr. John Sullivan .................................................................................................... 5 Master Burnett........................................................................................................ 5 Common Misconceptions About Quality of Hire (QoH) .............................................. 6 The Perspective Dilemma ...................................................................................... 6 One Way Is Better Than the Next........................................................................... 7 Measuring the Quality of Your Applicants Before You Hire Them .......................... 7 Avoiding Overkill ................................................................................................. 9 Don’t Be Fooled On Applicant Quality .............................................
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...This, they believe, reflects on their customers because happy employees will offer the best customer service. WestJet also believes in teamwork, which in return helps cut costs. They feel that, when necessary, employees can do things outside of their job description in order to make things run smoother. This also helps cut costs because it means they do not have to hire more people to do a specific job since everyone is willing to help out. Also, employees have so much trust in the company that they do not even have contracts or unions, just agreements. All of this is what WestJet believes contributes to their success the most. The major problem in this case is that WestJet has big expansion plans, and if they continue to expand they will probably not be able to keep their “fun” culture. The more WestJet expands, the more people they are going to need to hire. Hiring so many new people can possibly ruin the culture of the company. This was proven to be a problem when Beddoe hired Steve Smith to takeover his job as CEO. Smith was hired in early 1999 and suddenly resigned in September 2000. WestJet said that his sudden resignation was due to the fact that he could not fit in with the WestJet culture. Therefore, when Smith resigned, Beddoe had to take his seat back as CEO. When people feel uncomfortable in a situation or in a work environment it makes it difficult for them to perform at their best. Although the WestJet culture may seem like a...
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...ensure that the company and all the workers will be trained in the appropriate way as that the whole HR department knows that is going on and what their rolls are. The second challenge would be to find someone that would be the correct fit to help in the recruitment of the other 50 employees that the company in needing to hire. This new HR will help lay out the job description for each new hire. Another challenge would be to filter out the best candidates for the job, and properly train then at the job that they need to do. Effects on Senior Management The senior manager if effect by the fact that they are all getting on one page about the companies mission and the functions. Although most of them might know them they may not know how to implicate them or may be doing in wrong or in the wrong way. First the strategy will go from the top down. Meaning that the top management will be trained at first. After they are aware of the company’s policies then they can start training the managers under then and so on. When everyone is properly trained then that would be the best time to hire new people. This way the HR department knows that everyone will be on the same track. Methods for hiring. The best way to get the news out there that the company is hiring would be to put an ad in the newspaper as well as update our social media pages about the upcoming hiring spree. In the ad it would be best to put the job description as well as the job requirements. This might help...
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...acquire or develop talent, hire yourself or outsource, external or internal hiring, core of flexible workforce, hire or retain employees, national or global outsourcing, attract or relocate employees, overstaff or understaff employees, use short-or-long term focus, person/job or person/ organization match, use specific or general KSAOs, seek exceptional or acceptable workforce quality, use active or passive diversity. I have chosen decisions that I feel would be best for the organization and assist with their long term goals. We would acquire new employees on the associate level instead of developing talent. I believe that because it is a retail company with constant change that it might be best to have new employees who are more willing to accept those challenges and wouldn’t have the need to question new improvements to the company. As for those above the associate level (i.e. management) I would agree to developing talent. This way we have employees who have “grown” with the company and understand what the goal is for the company. Next, I would chose to complete the hiring process yourself. It would feel personal to the employee and the management that by completing this process will already have an idea of what the potential employee is like-- personality, attitude, etc. Also, it would give management the ability to complete additional interviews if needed for the position. As for external or internal hiring, I believe that it would be best to hire externally for the associate...
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...Managers Decision to Hire Temporary or a New a Worker xxxxxxxxxxxxxx BUS 640 xxxxxxxxxxxxxxxxx June 6, 2011 Managers Decision to Hire Temporary or a New Worker The decision to hire temporary workers or a new worker to handle the increased demands for the company’s product can be a very hard decision for companies to make. In this paper I will discuss what takes place when making such an important decision to increase production and save the company money. This paper will include an executive summary, definition, factors or cost, measurement, analysis and summary. Executive Summary Should a company hire temporary workers or hire full-time workers to handle increase demand for the company’s product? Companies are constantly facing some of the most demanding situations due to challenging times of our economic society. No decision is an easy one to make however; these choices have to be made in order to maintain a steady flow of resources and incomes. The law of demand mentions the concepts which clearly clarify that quantity demanded increases when prices fall and quantity demanded decreases when prices rise to a degree. At some point in time, management has a desire of knowing what the maximum price should be to render a product or service. Qualitative forecast serves to make some of the viable predictions as to whether certain circumstances are economic suitable, such as price, quantity whether they will change. Quantitative forecasts serves as a predictor...
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...addressed and fixed to ensure Tanglewood is on the path of success with staffing. I will begin with evaluating the thirteen levels of staffing and the four levels of staffing qualities to help based upon the best decision regarding Tanglewood. Acquire or Develop Talent After, reading this case study, it is evident Tanglewood needs to acquire new talent. Tanglewood has urgency needs at this point with staffing. There are so many issues with the management levels. Tanglewood hasn’t been consistent with the management levels as far as not being consistent in how the original stores were built upon versus the additional stores built last. Every time new stores are founded, there have been changes in the management styles. So if Tanglewood acquires new talent, the new employees can bring their talents to the job. This way the new employees can come to the organization fully aware of the job position and wouldn’t need additional training. This would help with extra training since the new employees already have the skills. This method can insure a quick change and help maintain a solid productive workforce. The newly developed stores should now run smoothly as well with the help of new talent. Hire yourself or outsource I feel Tanglewood should use both methods. If you hire yourself, you can actually find what you are looking for in the candidate. In this case, you will know if the candidate is actually qualified or not. Since Tanglewood is continually increasing their...
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...Finds Passive Candidates Offer a Safe Selection Process………...6 Selecting Global Assignees…………………………………………………..7 Conclusion……………………………………………………………………………8 References……………………………………………………………………………9 Abstract Human resource departments has different ways of employee selection methods. It can be quite difficult for companies to find the right fit based off of the job description. These types of tools are there to assist the HR department to select an individual. The triangulation method gives an HR department the tool to decide whether or not to hire the individual. This paper will analyze three separate articles regarding the employee selection method topic that was chosen and will provide different methods and how the selection process actually works. There are dozens of different methods an HR department can use to hire a candidate, but it all revolves around what type of company it is, the size of the company, and what the job requirements are. Employee selection is usually the starting area for well-known talent management. Employee Selection Methods Introduction Employee selections means to choose the individual who has the best qualifications to the project job opening. The selection process will always be a process to improve, especially with the new technology that arises so rapidly. This paper will analyze three separate articles including the course book. We will first discuss...
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...ABC Inc. was given the task to hire 15 new employees and have them in orientation by June 15. Being that Carl was so new to his position he accepted the offer of being in charge of these employees without taking into consideration what his task really would consist of and the process of getting it done. Background On May 15th Carl receives a phone call from Monica which was the person these fifteen people would be working for. When Carl answers the phone he sounds positive toward Monica as she is kind of high through the checklist Carl with a smile on his face and laughing loudly assures her that she has nothing to worry about that everything she is asking for is already done and taken care of and that everything is ready to go for orientation day. Monica hangs up the phone relieved knowing that everything is going accordingly to plan. Once Carl hangs up the phone and starts digging through his new hire files that huge smile that he had in his face went away, it completely disappeared. His eyes grew big and his nostrils opened up and his heart started pounding as he began to sweat cold. Carl had then realized that ¾ of his new hires didn’t have an application completed. Some employees only had their first and last name on their application along with a contact number but some employees didn’t even have a contact number some just had an email address or others just a home address with no other contact info. Carl had personally instructed his new hire employees to go get drug tested...
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