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Recruiting And Selection Process Essay

901 words - 4 pages

Technology prevails in the way we do many things this is especially important in the business arena. Hiring is needed in every workplace to ensure the growth of a company occurs. By adding employees a business gains the potential to expand services and improve efficiency. This paper will present the issues based on a case study with recruiting, job description, selections, adverse impacts, and legal compliance.
Recruiting Sources

In hiring the appropriateness of identifying the proper recruitment sources is essential. According to The University of Connecticut Health Center (2013), interviewing does not make a good candidate out of a bad one. The higher the quality people coming ...view middle of the document...

In the case study the description referred back to the supervisor stating that the “First 15 people that showed up for an interview that day could stay”, without looking further into any resumes or conduction a pre-selection process. Intuit Payroll (2012), agrees that other important traits in hiring involve; communication skills, conviction, intellect, passion, sense of humor, integrity, working style, maturity, and experience.
In beginning the interview process the case study shows no reference to the Supervisor asking for resumes or past job experience. She only had the knowledge to believe what she heard from the employees. During the interview process the case study refers very little to the CSR grading scale of what was actually needed for the job. Along with the lack of motivation from the Supervisor to come up with questions for the interview there are other important measures to hire employees. According to the United States Equal Employment Opportunity Commission, (2013), there are cognitive tests, personality tests, medical examinations, credit checks, and criminal background checks that can be performed. There is no sense in interviewing candidates if it is unclear what the employer is looking for. You can’t score or evaluate a candidate until an ordered list of traits of what the job is looking for is established (United States Equal Employment Opportunity Commission, (2013).
Adverse Impacts

Knowing what the job is looking for and how to seek employees for the respective job positions is imperative for a supervisor. In the case study the supervisor who was recently promoted to the position knows little to nothing about hiring. Employers should ensure that tests and selection procedures are not adopted casually by managers who know little about these processes (The United States Equal Employment Opportunity Commission, 2013). To ensure the employment process for placing internal and external candidates...

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