...Hiring the Right Employee is a Challenging Process Mary Mac Church Chamberlain College of Nursing In, the 1940’s, it was perfectly legal to refuse to hire, promote, or fire someone because of race, ethnicity gender or religion. The legacy of Pitney Bowes historical leadership and job opportunities provided to African Americans played a pivotal role in decades of change in diversity management. Organizations that realize the advantages diverse employees will increase profits, productivity, long term growth and overall success (Harvey & Allard, 2012). The goal is to make race, sex and religion irrelevant in the hiring process. In fact, the civil rights movement established state and federal laws that bar employers from discriminating against employees. The recruitment process involves many steps, which include advertisement, screening, preparation and decision- making. It is important to collect and review a fair amount of applications. It crucial to screen all applicants, analyzing their qualifications, skills and experience. Resumes are very useful however they don’t provide the individuals work ethic. It is critical to interview the most qualified candidates. The Atlanta based Fortune 500 Company is looking for a sales representative that is articulate, sophisticated and knowledgeable about fiber optics. After closely reviewing the four applications I initially chose Karen. It was based on having the most experience...
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...Need 10 tips for hiring an employee? Hiring the right employee is a challenging process. Hiring the wrong employee is expensive, costly to your work environment, and time consuming. Hiring the right employee, on the other hand, pays you back in employee productivity, a successful employment relationship, and a positive impact on your total work environment. Hiring the right employee enhances your work culture and pays you back a thousand times over in high employee morale, positive forward thinking planning, and accomplishing challenging goals. This is not a comprehensive guide to hiring, but these steps are key when you hire an employee Define the Job before Hiring an Employee Hiring the right employee starts with a job analysis. The job analysis enables you to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. The information from the job analysis is fundamental to developing the job description for the new employee. The job description assists you to plan your recruiting strategy for hiring the right employee Plan Your Employee Recruiting Strategy With the job description in hand, set up a recruiting planning meeting that involves the key employees who are hiring the new employee. The hiring manager is crucial to the planning. At this meeting, your recruiting strategy is planned and the execution begins. Teams that have worked together frequently in hiring an employee can often complete this...
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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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...essential support for a business to run properly and service their customer’s needs. Business owners have to depend on the employees to complete daily tasks and meet policies and procedures. The company has to hire the right person for the job or it can become an expensive mistake very quickly. The right individual hired can led to a successful employment relationship and the individual pays the company back with productivity. The company has a duty to maintain the right employees by providing benefits, incentives, and retention programs. Companies should implement a plan designed for their hiring process, selecting the right candidate, and maintaining the right employee. Companies should have a procedure in place for their hiring process. The hiring manager must meet and maintain the company budget when hiring new employees. They have to make sure the company can afford to fill a position. You have to know why you are hiring and what the position will be. The plan should include the job description, salary, and requirements. The job description is comprised of requirements the employee will be responsible for, position type, daily responsibilities, job goals, and exact procedures for the job function. After the job description has been determined, the hiring manager will begin the process of posting the job. The internet has opened up great opportunities for a business to search for new hires. Small businesses can utilize their personal website and career builder sites...
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...Discovering the Right Fit in the Healthcare Industry Lina Robinson ENG 1000 Lorrinda Khan November 14, 2011 Introduction The health care industry is constantly changing at a rapid pace that requires organizations to adapt to the process of newly managed care. The hiring process is vital to an organization’s growth and development, so during the interviewing process, employers should be able to notice if the job is right for a new hire or not. Money, energy and time spent properly hiring, orientating and training a new employee doubles in order to do so. Organizations depend on their existing and new employees’ production and longevity to enhance their mission statement, character and capitol, in order to be successful. “Every organization wants to attract, motivate, and retain the most qualified employees and match them to jobs for which they are best suited” (BLS, 2010-2011). Organizations go through all of these steps to fill positions, but still fail to place the new hire in the right fit that will benefit them as well as the company. To prevent the issue, the hiring department has to understand new hires strengths and where to place them in the organization. It is not an easy task making hiring decisions, but good training (various seminars, coaching and educational literature) can improve organization’s potential skills to hire the right employees and place them in a position that suits their strengths, and in turn...
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...Introduction Winter, Spring, Summer and Fall are four seasons. A season is a division of the year that marks changes in weather, ecology, and hours of daylight. All four season must coordinate together according to his cycle so all of them will function. Making discussions there must be some type of system that works in place to help the process to work. When running a business there are different folks in different area to help run the business. This is to help make sure that the business is running smoothly. Just like starting a new company and hiring new employees, you need to make sure that all the materials are completed and make sure that all arrangement are finalize for the new hire employees. Even making sure that all paperwork needed for the orientation is done for the new hirer you must coordinating information for the employee. Record-keeping and records retention which will show how to create an efficient, effective and legally compliant guideline for a program that can be set in place. Background Here is a new campus recruiter for ABC, Inc., Carl Robins who is faced with several different problems concerning his new hirers. They all are to start work in July and all of their paper work are incomplete. He just found out his training schedule, orientation, manuals, policy booklets; physicals and drug tests were not complete for the 15 new hire that he just hirer. Carl Robins also assured Monica Carrolls who is Operations Supervisor that the new hire will be...
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...Top 10 Hiring Mistakes By AllBusiness Editors | In: Hiring & Firing Hiring the right people can make a world of difference in the success of your business. Yet, many business owners do not approach hiring in the right manner and often make the same mistakes. Here are 10 of the most common. 1. Not looking into candidates’ backgrounds. No matter what candidates include on their resumes, you need to conduct some due diligence. If you are serious about specific candidates, make sure their work history is accurate, and check at least a reference or two. In addition, it’s helpful to check their background. For more information, see Where Can I Run a Background Check on an Individual? and Nine Tips on Checking References. For sample background check permission forms and a reference check letter, see the AllBusiness.com Employee Hiring forms. 2. Being overly influenced by advanced degrees. Candidates with plenty of letters after their names have certainly worked hard to earn their degrees. But there is no substitute for real-world business experience, and people often make the mistake of overlooking candidates with track records but not degrees. Note: this does not apply, however, to specialized fields that require advanced degrees. 3. Not having a long-range plan. Hiring someone to fill a current need can help you through a busy time. However, unless you’re hiring someone on a temporary basis, you need a long-range plan for that employee beyond your immediate need...
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...|Court Case Influential to | | | | |Description and Requirement of Law |Establishment of Law |Importance of Law |Workplace Application | |Employment Law | | | | | | |Discrimination in the work place on |Griggs vs. Duke Power Co. prohibits |That organizations cannot discriminate|This Act gives a person equal | |Civil Rights Act of 1964 |race and sex based on hiring, |intentional job discrimination and |upon a person because of his or her |opportunity regardless of the color of| | |promoting, and firing |employer practices that have |race, or sex |skin or male/female in a working | | | |discriminatory effects | |environment as long as they are | | | | | |capable of performing the job ...
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...Internal Hiring Process Lydia Merrett American Intercontinental University MGMT 335 Lillian Lynn April 26, 2015 Hiring Process This paper will discuss company guidelines in regards to hiring internal candidates within their organization. It will disclose governmental legislation in regards to fair hiring practices. The advantages and disadvantages of the legislation and the company parameters in regards to the legislation for the company’s hiring practices. Acme Manufacturing Acme Mfg. has an open position for a District Manager and wants to fill the position with internal candidates only. The company would like for the potential candidate to have the following qualifications in order to be considered for the position. The internal candidate must have a four-year degree, advanced computer software skills, advanced spreadsheet and reporting metrics, along with previous sales and marketing experience. The internal candidate also should have been in their current position for at least a year in order to be considered for the open position. Legislation There are several laws that prohibit discrimination within the work place. Acme Mfg. must ensure that all potential candidates are treated fairly and without any prejudice in regards to race, gender, religion, and national origin. The federal laws that the company must consider and adhere to are the Civil Rights Act of 1964 (VII); this law prohibits a company to display employment discrimination based on race, color, religion...
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...asking the agency to fine them something else. I have researched some recruiting options that I think would help assist Nesco in their recruiting process. Recruitment What is recruiting or recruitment? It is the act of getting of recruits (employees). Recruiting good qualified talent is a challenge. It also described the process that a company uses to find the qualified candidate to fill the positions within their company. Even with today’s recession, it is difficult to fill certain types of jobs which make the jobs of the recruiters extremely hard. Human Resources are always a challenge because of the job itself due to having to deal with human beings. People are not predictable and finding that right person for the first job at the right time is not exactly science. This makes recruitment much more interesting treadmill. You find out that sometimes it works and sometimes it doesn’t. With staffing agencies, I know that we find out that it does not work out way more than we like. It feels like sometimes it is never ending and seems like we can not get ahead at times which is part of the process. Recruiting Strategy & Process...
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...Advanced Human Resources Case Study: Assessment Code: HMP1 Student Name: Mari K. Norris Student ID: 000248937 Date: 5/7/2012 Mentor Name: Brianna Koucos Between 1999 and 2004, I resided in Fairfield, CA and worked at an International Real Estate Company that gave me the opportunity to do a lot of traveling from the Bay Area, all over the US and Internationally. Prior to that, I had done quite a bit of traveling with my Mother, who believed that a well rounded child grew up with lots of different cultural experiences. As a young adult I loved to travel, but getting there was the part that I did not like. Airlines, with not much differentiation between each one, would crowd you into a plane like cattle. It never failed that the person in front of you would lay their seat back and you would have a complete stranger in your lap for a few hours or you would feel that you were so crowded in that you would have to try to make yourself as small as possible, just so that you did not get ran over by the refreshment cart or have the person next to you touch you for the whole flight. What was lacking, and still is in most cases is customer service and respect from the company for both their employees and their customers. Because of that, you can imagine my elation in 2000 while traveling down Highway 101 in the Bay Area, to see a billboard for a new airline that believed in customer service. They stated that their planes had more legroom, that their people were friendlier...
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...Executive Summary Among methods of hiring and selecting potential employee, interview is arguably is the most powerful method for employer to select potential employee. Well, hiring qualified employees should be the primary focus for a company and organization. If a manager does not have a good interviewing skill or perhaps chosen the wrong selection method, he may ended up with hiring someone who might not able to fit the job position and therefore, the job could never be done nicely and perfectly. Thus, choosing a right method of recruitment and selection process has been known as an art as well as science within a business cultural. However, the hardest part of conducting an interview is for the manager to makes the applicant able to open up and willing to gives them the real answer of the question. What is employee selection? Employee selection can be explained by; it is a process of putting and selecting the right person on a right job position. In order to get a right person, selection process has to be done nicely so that it would match with the organization’s requirement as well as with the skills and qualification of the applicant. However, an effective selection process could be done or complete if only there is effective of matching. The organization has to look into the qualification of the applicant in order to select the best candidates. By putting the right person in a right job, it would definitely benefit the company by providing best quality performance...
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...monitored in the organization and why? The healthcare industry is one of the most heavily regulated industries in the United States. Those who provide, receive, pay for, regulate healthcare services are affected by law (Miller, 2006). Law is a body of rules for the conduct of individuals and organizations and it is normally created so that there is a minimal standards of actions required by an individual and organization. There are laws created by Federal, State and local governments. Therefore, organizations have to be aware of the existing laws in their area of operations in order to provide fair employment, protect their employees and avoid litigations which may lower the company’s credibility and causing company’s loss due to fines. Hiring employees or building a business opens new areas of compliance in employment and labor laws which are broad and far reaching and cover broader range. Ensuring equal opportunity and fair treatment in healthcare workplaces is the responsibility of every health care leader who makes employment related decisions. Human Resources professionals in...
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...Dos and Don’ts of The Legal Context of Employment Decisions – What management needs to know? Title VII of the Civil Rights Act of 1964 termed as ‘equal employment opportunity was the first federal law designed to protect employees from employment discrimination based on race, color, religion, sex, or national origin. At the same time, the U.S. Supreme Court has upheld the use of limited preferences based on race, ethnicity, and sex, when there is a “manifest imbalance” in a “traditionally segregated job category. Discrimination based on race, religion, national origin, age, sexual preference, and physical disability have been outlawed by the civil right laws, judicial interpretations of the laws, and numerous guidelines set by federal and state regulatory agencies who attempted to frame these national policies on equal employment opportunity (EEO). No law has attempted to define precisely the definition of discrimination but in the contest of employment it can be viewed as giving one unfair advantage or disadvantage based on preference that is not job-related. The refusal or non-acceptance usually results in a denial or restriction of employment opportunities or in an inequality in the terms or benefits of employment (Cascio, p. 79). It is important to understand that whenever there are more candidates than available positions, it is required to select one in preference to others. As long as this selection preference can be demonstrated to be job-related criteria, it will...
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...August 7, 2011 Assignment #3 Outback Steakhouse Discuss how the employee selection methods at Outback Steakhouse help the organization achieve a competitive advantage. Outback Steakhouse uses the long term specialist approach when choosing their employees. With this method Outback can determine if an employee will fit with not only the job but the organization itself (Stewart & Brown 2009). Even though an employee may not have all of the skills needed at first to perform the job, it is the ability to work within a team environment, think on their feet, have a commitment to the organizations culture as well as be service oriented. This is what gives Outback Steakhouse their competitive advantage because they have chosen the right people through having that realistic job preview and testing methods. By taking this approach Outback Steakhouse is able to keep turnover down and employee commitment high. Furthermore, by having the job preview this is the first step of weeding out employees that just don’t have the commitment and will know right away if the job is right for the potential employee. Employee selection is not an easy task and choosing the right HR approach for the hiring process allows an organization to choose the right people that will not only stay with the company, but give superior customer service, longevity with the organization and advancement to higher positions. Finally, it is the employee that represents the organization as they are the first person a customer...
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