The Hiring Process: Fundamental Part of Running Any Organization

Question 1 

The hiring process is a fundamental part of running any organization. It necessitates a recruitment procedure. Recruitment is the progression that provides a company with a pool of competent job applicants from which to select (Furnham, 2017). The recruiting strategy used by Cavanaugh is advertisement, which has various benefits in a business enterprise. An advertisement is a practice or technique used to bring to attention the services, products, and job vacancies, among others, to the public and influences the competent candidates to respond in a certain manner towards what is advertised (Zięba-Olma, 2017). Various factors would have helped Big Times Company Inc achieve effectiveness in its recruiting strategy, such include getting employee support, posting the ad on job vacancy sites, participating in hiring fairs, having goals and objectives, and employing strategic planning techniques. I agree with the decision not to consider internal candidates because acquiring new employees leads to improved service delivery. The implication of not hiring internally is that the current employees in the organization might become disengaged or disheartened. Subsequently, the employees might seek positions outside the parent company. This would have created emotions among employees that their opportunities for progressing are nonexistent. 

The advantages of internal versus external recruitment include a reduced duration for hiring. Internal candidates are prescreened for the organizational culture, and their track record can be effortlessly reached. It also shortens the onboarding duration because the candidates know how the company operates and the desired practices and policies. Internal recruitment strengthens employee engagement (Ma et al., 2018). Promoting from within the company signifies the worth of employees and is the readiness to invest in them. The disadvantage of internal recruitment versus external recruitment is that it creates resentment among the top management and employees in case of multiple interests from various employees. It also leaves a gap in the existing workforce; because the old position remains vacant. 

One of the effective sources for Big Time Computers Inc. is campus recruiting. The merit of this source is that the company can hire individuals who will grow within the organization. It also provides plentiful and sufficient talent. The demerit is that it is only appropriate for particular types of experience levels, such as the degree level. Additionally, the company can consult professional organizations and associations engaged in recruitment (Wihry, 2021). The merit is that the technique is industry-specific and provides networking opportunities. The demerit is that it is costly due to the fee to place the ad. It is also time-consuming. Subsequently, website recruiting is also an important source. The merits include its low cost and are quicker compared to other methods. Its demerit is that the advertising company should be prepared to deal with many resumes. 

Question 2 

The selection method used by the hiring manager is the team interview. The interviewing process should have combined various areas of concern, where the candidate would be interviewed with the help of screening tests. The hiring manager included the technical editor and two senior writers in the interviewing process. Cavanaugh focused on the background, work habits, and goals of the candidate. The technical director based on writing skills and techniques, while the senior writers focused on the technical skills. The process was effective. The limitation of team interviewing is that it can be costly in logistics (Daly & Lowndes, 2018). In this case, they was the urge of several candidates being interviewed. Additionally, competent candidates are likely to find a panel interview more stressful than an interview by a single individual.   

Apart from team interviewing, they are multiple selection methods. Such include filling in application forms and submitting CVs from where the employer can select the most appropriate candidate. The advantage is that the employer can choose from a variety of candidates. The demerit is that the candidates can fill in biased information. CVs are difficult to sift through if the data presented is what is required. Psychometric testing is an example of a selection method (McHenry, 2017). These tests exist in the form of aptitude testing, ability testing, and personality profiling. Psychometric testing aids in understanding the skills and abilities of the candidate and also helps the management to view how the candidate responds to a tight schedule. The disadvantage is that psychometric testing does not show if the candidate has any experience on the job. It also does not show the hardworking prowess of the individual. Online screening and shortlisting are the third types of selection. The merit is that the company gets to benefit from a pool of candidates. The demerit is that it is expensive due to the cost of the applicable software. The management might also end up choosing the wrong candidate due to personification or forgery. 

Question 3 

The decision by the hiring manager to make an offer to the candidate was irrational, based on the concerns Hamrick. The decision was biased, without the consideration of previous work experiences, referees, and educational experience. When an organization needs to hire a candidate effectively, the decision should incorporate decisions to ensure that the candidate fits the organizational culture and that the candidate’s skillset is the most appropriate (Leung, 2016). The company should have avoided hiring based on desperation. Big Time Company Inc. should have ensured that everyone involved with the hiring process had their decision heard. The company should have ensured various candidates were available to compare and weigh several options rather than interviewing and selecting one candidate. 

I have to disagree that the hiring decision made by the hiring manager lacked consensus. The hiring manager should have considered the feedback emanating from the other members who interviewed the candidate. Hamrick’s feedback should have been handled differently by the hiring team. They should have outsourced an individual to ascertain the claims made by Hamrick. The hiring manager would have requested another individual to gauge the interpersonal skills, writing samples, and the ability to integrate into the department and this would have led to informed decisions on the candidate’s suitability. 

Question 4 

Based on the recruiting and selection processes used, the hiring manager was prepared to make the final decision. A fully accountable hiring manager has the rights and privileges to make decisions on behalf of the company. Despite the decision made by other interviewers’, the hiring manager has the veto power of making the final decision on the appropriate managers (Durrani & Rajagopal, 2016). In this case, the accountability of the hiring decision is clear. The candidate had qualified for the vacant position and had passed various tests that augmented his qualification. 

If an interviewer or interviewers incoherently assess the candidate’s experiences, the hiring manager can disregard their response based on irrelevant hiring criteria and continue with the hiring process. Subsequently, when several individuals are involved in the interviewing process, the hiring manager is responsible for acting as a tie-breaker and making a quick and informed decision (Pedulla et al., 2019). In this case, the hiring manager made an informed decision which was significant in safeguarding the interest of the entire organization. The technique was time-saving and served as a cost-cutting strategy. However, it was also important to integrate some of the feedback given by the other members of the interviewing panel. The hiring manager needs to be clear on the qualifications being sort after, work against biasness, and using goal-oriented methods to capture the best candidate. It is also essential to consider referrals as a viable source of hiring and selecting the best candidate for any job application. 

References 

Daly, T. J., & Lowndes, R. (2018). Feminist political economy and flexible team interviewing.  Oxford Scholarship Online , 1 (1)  https://doi.org/10.1093/oso/9780190862268.003.0005 

Durrani, A., & Rajagopal, L. (2016). Restaurant human resource managers’ attitudes towards workplace diversity, perceptions and definition of ethical hiring.  International Journal of Hospitality Management, 53 , 145-151.  https://doi.org/10.1037/t49016-000 

Furnham, A. (2017). The contribution of others’ methods in recruitment and selection.  The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention , 202-225.  https://doi.org/10.1002/9781118972472.ch10 

Leung, M. D. (2016). Failed searches: Hiring as a cognitive decision making process and how applicant variety affects an employer’s likelihood of making an offer.  SSRN Electronic Journal ,  3 (2). https://doi.org/10.2139/ssrn.2833689 

Ma, Q. K., Mayfield, M., & Mayfield, J. (2018). Keep them on-board! How organizations can develop employee embeddedness to increase employee retention.  Development and Learning in Organizations: An International Journal ,  32 (4), 5-9.  https://doi.org/10.1108/dlo-11-2017-0094 

McHenry, R. (2017). The future of psychometric testing.  Psychometric Testing , 267-281.  https://doi.org/10.1002/9781119183020.ch20 

Pedulla, D., Allen, S., & Baer-Bositis, L. (2019). Understanding hiring decision-making.  AEA Randomized Controlled Trials ,  2 (3).  https://doi.org/10.1257/rct.3831-2.0 

Wihry, D. C. (2021). Professional organizations and associations.  Handbook of Rural Aging , 336-340.  https://doi.org/10.4324/9781003128267-63 

Zięba-Olma, K. (2017). Evaluation of the effectiveness of recruitment for hiring managers.  Nowadays and Future Jobs ,  1 (1), 23-28.  https://doi.org/10.21511/nfj.1.2017.03