Introduction
Employing the best people is a remarkably high standard that most organizations worldwide aim to achieve. Employing innovative teammates determines success of an organization. This can be achieved by using innovative Employment practices. However, many companies are harming their own business by sticking to the traditional Employment practices that is affecting the recruitment process, talent retention, and financially. Thus, it is evident that the ineffective recruitment and Employment practices are contributing to low morale among employees and high turnover rates.
Pros and Cons of using such Methods
Use of unorthodox employment practices has significant benefits in the organization. For instance, the use of tests among candidates will enable the company to recruit potential employees based on their performance. The Australian mobile app uses in-person interviews to examine the mental endurance of a prospective employee. The test often last approximately 22 hours. It allows the interviewer to see the personalities of individuals that would not be otherwise identified in a traditional job interview. Additionally, some companies are adopting unorthodox Employment practices to improve on their financial incentive. Employers put obstacles for job hunters because they are seeking individuals who are cultural fit and suited for the job. The aim is to minimize on turnover rates that are costly to the organization. Zillman (2015) indicates that when an employee is lost, a replacement takes place, an equivalent of between fifty, and two hundred percent of the employee’s whole year salary is accounted for, which is expensive. Hence, most companies are attempting to address concerns of employee engagement, turnover rates, and establishing a cohesive culture from the recruitment phase by implementing a more discerning process of Employment.
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On the other hand, the use of traditional Employment practices has a number of disadvantages. Most companies use various techniques in recruiting candidates such as the use of a traditional job description. This method focuses on tasks rather than expectations. They place emphasis on minimum requirements and thus end up attracting same low performing employees like those leaving the organization. Additionally, most companies make use of handful techniques to attract and recruit employees, leaving out crucial information such as organizational culture and description of positions. The ads are old-fashioned hence fail to attract high-quality candidates because they do not enhance their already valuable set of skills or motivate them to tackle challenges. In addition, most organizations make use of traditional Employment processes that involves one-on-one interviews. This technique exhausts the candidates and suppresses the ability of team members to collaborate. Moreover, many companies ignore the concept of cultural fit in interviews leading to Employment of employees who do not fit in the company’s culture. This has negative impact on the employees ability to carry out tasks, affects the morale of the team, and their success. Consequently, the practice of sourcing employees from a temporary agency often results in workforce that is unreliable, untrained, and unstable ( Bingham, 2015). Therefore, it is evident that the use of traditional practices in recruiting and retaining talent has a high failure rate.
An Example of a Company using these Methods
The Marriot International Company developed a hotel themed game as an Employment practice to assist in finding talent for different positions in their hotels. The game enabled perspective talent to establish their own restaurant where they can attend to guests, recruit and train employees, and purchase ingredients and equipment on a budget. The candidates earn points for customer satisfaction and lose for poor services (Fields, 2014).
Conclusion
The unorthodox Employment practices has been identified as the best method for selection innovative employees and retaining talent within an organization. This technique fosters the use of rigorous pre-hire selection process that has several benefits such as minimizing turnover rates. Intense screening allows the interviewer to make minimal mistakes in recruiting a candidate. This contributes to improved performance of the organization leading to its success in the job market. The disadvantage of this method is that it places many obstacles on job hunters to find a job. Overall, the more laborious pre-hire screenings allows organizations to employ innovative employees who will contribute to the company’s growth and success in the competitive business market.
References
Bingham, S. (2015, December 30th). Want a Great Workplace? Don’t Use These Hiring Practices! Huffpost. Retrieved from: https://www.huffingtonpost.com/great-work-cultures/want-a-great-workplace-do_b_8886948.html
Fields, C. (2014). 4 Unorthodox (but Successful) Recruitment Campaigns. Hiring Success Journal. Retrieved from: https://www.smartrecruiters.com/blog/4-unorthodox-but-successful-recruitment-campaigns/
Zillman, C . (2015, February 9 th ). Companies add even more hoops to an already dizzying job hunt. Fortune. Retrieved from: http://fortune.com/2015/02/09/job-hunting-hoops-tests/
