Analyzing and Rationalizing the Identification of Potential Hiring Mistakes … Essay
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Rationalize the Identification of Potential Hiring Mistakes
Discussion of Placement of the 10 mistakes in the Flow Chart and the Rationale
Identification of need -- (Depending on training to hire)
The rationale for placing this particular mistake is that prior to beginning the process of hiring, it is imperative for the organization to identify the particular need within that ought to be filled or taken care of. The mistake that the organization can do is being dependent on training to hire the personnel. This is because, short-term does not give them comprehensive knowledge and skill (Powerpoint).
Development of Job Descriptions -- (Lack of the employment structure)
Subsequent to ascertaining the need that is lacking and ought to be fulfilled within the organization, the following step encompasses the development of descriptions and prerequisites of the job positions. The potential mistake in this phase is the lack of the employment structure within the organization. The rationale for this placement is because the lack of a proper structure implies that the organization will have overlapping and conflicting roles within the job descriptions. Lack of the employment structure implies that the organization will not know the specific requirements (Powerpoint).
3. Candidate Selection -- (Hiring the experienced rather than the skilled)
The next phase is the selection of the candidate. The mistake placed in this particular phase is preferring experience over skill. The rationale for this placement is that in most instances, the organization will base their decisions on selecting the candidates for the job on the level and years of experience they have from preceding jobs and duties. However, they fail to base their decisions on whether such candidates have the skills and competencies that are required to fulfill such organizational needs (Powerpoint).
4. Interview of Assessment of Candidates (Emphasizing more on the interview)
This particular phase of the interview encompasses the evaluation of candidates. The mistake companies often make is the excessive emphasis on the interview. The rationale for this is that the interviews are a poor solution when looking for the best and most fitting candidates for the job. In particular, the interviews ought to be merely an avenue through which the employer or organization checks and observes the qualities of all the personnel. More so, in interviews, it is easy for a candidate to be able to answer all sets of questions without any understanding of the company's culture and also lacking the necessitated skill sets (Powerpoint).
5. Recruiting of Candidates -- (Hiring own image and depending on training to hire)
The next phase in the flow chart is the recruitment of candidates. The possible mistake in this stage is the company hiring own image and depending on training to hire. The rationale for this placement is that hiring of own image functions as an obstacle that obstructs and inhibits the success in the organizations. In the end, the organization fails to get a hold of the most suitable and fitting candidates as they end up getting eliminated owing to the biasness of the hiring personnel and staff (Powerpoint).
6. Initial training at a minimum -- (Looking at the formal education and assuming that the employees are qualified)
The next phase of the flow chart is initial training at a minimum. The rationale for asserting this mistake is that organizations might tend to take into consideration the formal education attained by the candidate and fail to go further by making the assumption that the employees are already qualified. Interviews are also poor solutions for searching the best employees to the market. The avenue of interviews should only be considered the means where the employer checks at the qualities of all the employees. on most occasions, organizations take into account education as being the decisive criteria for employing an employee, yet it ought not be necessarily so always. In particular, the candidate ought to possess skills and competencies in a particular field of operation and also have the capability of demonstrating such set of skills when required.
7. Onboarding -- (Recruiting alone allowing biasness)
The last phase on the flowchart is onboarding. This encompasses the way and approach in which new personnel attain the essential knowledge, skills, as well as behavior in order to become effectual organizational members. The mistake in this phase is recruitment alone which allows for biasness.
Other Mistakes that could occur in the Hiring Process
There are other mistakes that could take place in the process of hiring. One of the mistakes is failure in the preparation of the interviews. A mistake that an organization can commit in the process of hiring is placing very minimal planning into interviewing the candidates for different positions within the firm. In particular, the interviewers ought to have a meeting in advance and come up with a plan. In the Planning process, each interviewer should take up specific responsibility and observe the interviewee through a specific perspective. Another mistake is the lack of pre-screening the applicants. This is an element that is deemed essential and important in the recruiting and hiring of the best and most fitting employees. This is largely because through pre-screening, the organization is able to discern whether the candidate possesses the skills and knowledge necessitated and also screen for the participants that anticipate a salary that the organization is not able to offer. In addition, the organization pre-screening helps to attain some form of understanding with regard to the candidate's suitability with the organizational culture (Taylor, 2015).
In accordance to Taylor (2015), another possible hiring mistake by an organization is not having a clear and comprehensive hiring policy. Failure to delineate and shed light on its hiring policies prior to starting an employee search can end up being very costly to an organization. This is because such unclear policies generate confusion to the hiring managers and also the candidates at times. In addition, this might even generate legal issues in the worst case scenario, particularly when it comes to hiring of contract personnel and also exempt versus nonexempt personnel. Therefore, companies ought to have an employee handbook and institute a hiring policy. This is beneficial as it aids in the identification of issues to evade and acts as a legal safeguard to prospective liability in the forthcoming periods (Taylor, 2015). Hiring and employing new personnel implies that the company's business is prospering and that is a good aspect. Therefore, having such wrong choices can lead to losses for the organization; a great deal of resources in terms of money, time, consumers and affect its reputation. It is imperative for the company to make its employee selection in a wise manner to go on chasing business growth and at the same time offer constructive work experience for its staff (Andler and Herbst, 2003).
Some of the 10 mistakes proposed by Tayler and Stern that are not actually mistakes
A number of mistakes pointed out by Taylor and Stern (2009) are in fact not mistakes. One of them is emphasizing more on the interview. This is because the emphasis on the interview can be largely beneficial and not necessarily a mistake. For instance, the interview can encompass different components apart from questions, answers and discussions (Heathfield, 2016). The applicant can be walked through the company, question regarding the applicant's experience with circumstances the interviewer points out during the walk. For instance, in a processing firm, the candidate could be questioned on how to enhance a certain process in a production line (Heathfield, 2016). Another aspect of concentrating on the interview would be to watch and observe the candidate undertake a certain task, for instance, the combination and separation of components in order to perceive the candidate's skill, knowledge, and applicability. In addition, the organization can have the applicant to provide an elucidation of the stages in one of the work procedures. The emphasis of an interview can aid the interviewers to perceive how fast the candidate learns a certain task. More so, on condition that the organization employs tasks and tests that are directly associated to the position for which the individual is interviewed, the organization will attain quantities of pertinent information to use in the selection procedure (Heathfield, 2016).
Looking at formal education can also be deemed not to be a mistake. This is because with respect to certain job positions such as being a doctor, engineer and other complex professions, it is imperative for the candidate to have a formal education indicating assertion of thorough knowledge imparted in such courses and passed them. This is because, for example, a hospital cannot hire or employ a candidate who has not gone to medical school and attained such formal education. Therefore, it would not be considered a mistake in the hiring process of the organization or interviewers looked at the formal education attained by the candidates (Taylor and Stern, 2009).
Andler, E. C., & Herbst, D. (2003). The complete reference checking handbook: the proven (and legal) way to prevent hiring mistakes. AMACOM Div American Management Assn.
Heathfield, S. M.… [END OF PREVIEW]
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