Why Should Hire Someone?

There are certain strategies that employers use to make sure that they find the right employee such as advertising, employment agencies, web, colleges, professional employment organizations, temp agencies, unsolicited applications, and soliciting specific applicants. There is more than one way to look for employees. My friend, Jonathon Montgomery wanted to start up a small marketing business for local restaurants and sought to hire lot employees to spread the word around town. He went on craigslist to create an ad and three days later he found himself interviewing multiple groups of people to fill the role. He did not have as much trouble in the interviewing process, but he has a lot of trouble in the selection process. In the selection process, it is important to understand the strategy used to select the most qualified employee for the position. Selection the right employee is important and was really important to Jonathon. Our reading states, “ Selecting the right employee is one of the most crucial processes.” (Youssef, C. 2012) It is important, because when selecting the right employees, human resource management must take into consideration, laws of equal employment opportunity and while making sure they select the most qualified candidate to fill the role. In addition, organizations take into consideration within the selection process, employees are not only equip with the job qualifications, but they are equipped with the characteristics, such as motivation,

Developing a recruitment and selection process with high standards is what will result in attaining personnel capable of amplifying excellence, which is the first step of the second principle, known as raising the bar. “Regardless of whether the company is large or small, hiring the best and brightest employees lays a strong foundation for excellence”

In the Case Study "Maple Leaf Shoes, Selection," Robert Clark president of Maple Leaf Shoes has to negotiate a contract with the union within a month. Clark set up ads, yet it only garners a small number of applicants for the Human Resource Manager position. The applicants were further evaluated using the panel interview method with Clark and three senior officers and narrowed it down to four promising candidates. However, all interviewers had divergent opinions, so it was challenging for Clark to decide. From this, Clark made mental evaluations of all four candidates based on their age, affiliations marital status, education, and experience. He concluded that they all had several strong points, yet each had a particular weakness.

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

Should a manager of a good-to-great organization make a hiring mistake, they immediately act. Since good-to-great organizations believe it is ruthless to waste time, good-to-great organizations have a rigorous hiring process to ensure selection of the right people from the start. Thus, when new employees seem to fail, good-to-great organizations quickly move them to another area or end their employment. After all, in a good-to-great organization, “people either stayed on the bus for a long time or got off the bus in a hurry (Collins, 2001, p. 57). Leaders that want his or her organization to be great must quickly act on people

I have been a Helper on VeltPvP before but I got demoted. The reason I got demoted was because I flew out of a trap on kitmap to go watch someone who was setting off alerts when I wasn 't tagged. Unfortunately I got banned because I could not show evidence.

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.

I 'm a very helpful person. I 'm always online, so I can always be helping in teamspeak. The server has a ton of players coming on each day, so the teamspeak support rooms are really busy. I can do my best to clean them out, and help every player in there. Not only can I help in teamspeak, but I can also help in game. If a player has a problem in chat, I can assist that player. I 'm a really active forums user as well, I 'm always checking up on forums throughout the day. If I see a thread that requires attention, I 'll help out. I 'm really good at getting along with players. whenever a player needs something I 'll reach out to them and make sure I get it figured out. I love helping players and I love solving their problems. If given a situation that requires me to help another player, I 'd approach them in a friendly way and try my absolute best to solve their issue! I 'm really good at giving quality service, no matter the situation, and I promise to always give the best service to each and every player on HCZone!

Business leaders among a wide range of industries agree that an organization’s success is determined by attracting and retaining a quality workforce. However, many organization’s hire employees based on a certain set of skills the employees possess, or acquaintances they have within the organization. Many organizations fail to consider if the prospective employee fits the organizational culture. In the case of Two Tough Calls, the Program Manager, Susan, was faced with a managerial dilemma; retain or terminate two underachieving employees.

Your post well elucidated the need to hire the best qualify person for a job, and it lighten the need to eradicate prejudice when hiring. I am indeed in support of Clapp (2012) Eliminate segregation, bias and individual difference in hiring and leaders should be looking into equity and diversity to achieve their goals.

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;

No, currently I am not staff on any other servers, and pretty much only play your HCF maps so there will not be any other types of outlets.

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,

The assessment and selection of personnel for any organization are crucial steps that should be taken carefully to ensure that the organization has the right human resource capital to fulfill its goals and objectives. From case four of Tanglewood, it emerged that the company has an increasing rate of employee turnover and personnel reorganization is a constant in the company which means that the organization does not have the right human resource management tactics to keep employees satisfied with their jobs and to keep the employee turnover rate low ADDIN EN.CITE Kammeyer-Mueller2009572(Kammeyer-Mueller, 2009)5725726Kammeyer-Mueller, J.Tanglewood casebook2009New York, NYMendota House, Inc.( HYPERLINK l "_ENREF_2" o "Kammeyer-Mueller, 2009 #572" Kammeyer-Mueller, 2009). Consequently, there is more pressure on Tanglewood and its human resource management staff to fill the vacant positions and find the right people for the position. Any decisions made regarding the candidates should be based on the recommended KSAOs for the position and future work behavior of the candidates. Tanglewood should also make steps towards improving the career progression and job satisfaction of employees in order to reduce the staff turnover rate. This is a detailed plan that gives recommendations on the selection decision making for the manager position in Spokane. A selection panel will be developed who will be involved in decision making and developing

During the summer I had made a goal to get my first job. The reason why I wanted a job was because I wanted to make my own money because I didn 't to depend on my family and I had lot’s of spare time because I only had one class during the summer after that class I would have spare time. One day my friend Erwin who had been working at Carl’s Jr tells me if I wanted to get a job and I would forsure get the job if he recommended me.so he asks me if I wanted to get an interview which I responded with a yes because this was a guarnteed job. So I tell him that I would like an interview and he said that we would talk to his manager the following day. So the next day he texts me saying he wanted me to come for the interview the following week. So the day comes and I go to the interview and I meet the manager whose name is Jesus. The interview went by fast he wanted to know if I could work from certain hours which I said that I could also he explained to me that I was going to get the job because I was recommended by one of his best workers which was my friend Erwin. So just like that I got my first job most of the time the manager was talking and all I had to do was answer a few questions. Finally I would have something during my spare time as well as make money which made me excited because I was thinking already of that first paycheck