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Recruitment and Selection Process in Interviewing
Anyone who has ever hired an employee -- or, for that matter, anyone who has ever been hired for a job -- is aware of the fact that there is often a very poor fit between the newly hired person and the job. This is often true despite the best efforts of the person tasked with the hiring, and despite careful consideration of past employment records, the training and education of the worker, recommendations, background checks, and various tests that may be given to the person during the interview process.
People hired for jobs for which they are not suitable cause a number of problems for the company, which may well invest a considerable amount of resources in the person hoping to correct the problems that arise from a...
The company will also see lowered productivity in terms of efficiency while the employee is trying to do a job that s/he is not in fact well suited to. Other workers may also be less efficient or productive because of the tension caused in a company by having someone who is perceived as not pulling her or his wait or who is clearly unhappy at having a position that does not suit her or him.
There is also the fact that a person not suited to a position will in nearly all cased suffer from that ill-fittingness, experiencing feelings of incompetence and anger as well as possible depression. Such feelings can spread throughout…
The solution to such problems -- for both the company and the applicant -- is to put into place a hiring system that facilitates the best possible fit between the needs of an employer and the strengths that an applicant can bring to the position. This paper examines one of those techniques, that of the one-on-one interview. This technique can also be used in other forums, including a range of scholarly work, for its purpose -- to fit a person about whom an interviewer knows relatively little into a position that is significant to the interviewer -- is a highly useful one in a number of circumstances.
This interviewing technique is generally referred to as the recruitment and selection technique, and both of these aspects of the process are equally important. The general utility of a method that successfully targets the best possible employee is described by Schmidt and Hunter (1998):
From the point-of-view of practical value, the most important property of a personnel assessment method is predictive validity: the ability to predict future job performance, job-related learning (such as amount of learning in training and development programs), and other criteria. The predictive validity coefficient is directly proportional to the practical economic value (utility) of the assessment method & #8230;. Use of hiring methods with increased predictive validity leads to substantial increases in employee performance as measured in percentage increases in output, increased monetary value of output, and increased learning of job-related skills (p. 262).
InterestInterview Coding & Reaction There is little doubt that the experience, events and quality of care that surround expecting and new mothers is extremely important (Berrien, Olledorff & Menard, 2015). The reduction or mitigation of things like excessive pain before and after birth, any sort of disconnect between patient and providers in terms of communication and an explanation of what is and shall be going on and so forth are
(Williams 2011, pp. 218 -- 222) Critically Analyze the Selection Process at Boeing The process of becoming hired by Boeing requires showing how an individual must have the skills that the company is looking for. This is because the firm uses a program called ERT. This is a tool that managers will use to match the person with the kinds of skill sets that Boeing will require in specific positions. The
A principal, for instance, will advertise on Ed Join for, say, a third grade, second grade or whatever opening he or she has, screen and hire the candidates, and then notify Personnel. At the Rio Linda Union School District, job candidates still bring in their applications in person. They bring portfolios to interviews. Not nearly as much is done online, in the screening and hiring processes, as it is at
Staffing Plan Comprehensive Staffing Plan Engineering and manufacturing requires many individuals who are adept at skilled labor. Additionally, there are unskilled laborers who can also be of use to a company that engineers and manufacturers goods. In a city such as this one, however, there are large challenges, such as a lack of a skilled workforce and many people who are on public assistance. College graduates and professionals are not that
Human Resource Recruitment Human Resources Planning Recruitment Organization's strength is based on the quality of its employees an aspect that places high relevance to the human resource departments and the practices used (Ume, 2008). MSCG concerns in consultancy targets to, direct clients towards adopting the best practices in their recruitment process. This will guarantee recruitment of ideal candidates, professionalism in HR practices, employee and talent retention and productivity in optimal deployment of
The sources that this company used in order to find their new employees were appropriate for the job that they were hiring for. On the other hand the job posting that they used needs to be improved. The posting needs to include a description of the job for which they are hiring along with the minimum skills that are required to do the job successfully. In order to make sure