How would you approach hiring a new worker for your unit? What particular methods and source will you use and why
You are required to reply to 2 other classmates’ threads; each reply must be 250–300 words. Each reply must include at least 2 scholarly sources (published within the last 5 years) in addition to the course textbook and relevant biblical integration. All citations and references must be in current APA format. Jimmy Gabany School of Business, Liberty University BUSI 642-D02: Contemporary Issues in Human Resource Management Dr. Steven Cates November 18, 2020Author Note Jimmy Gabany I have no known conflict of interest to disclose. Correspondence concerning this article should be addressed to Jimmy Gabany Email: jgabany@liberty.eduForum 2 – Module 4You have been asked by your company to hire a new worker for your unit. You have been given responsibility for conducting the recruitment and selection. How would you approach hiring a new worker for your unit? What particular methods and source will you use and why? What methods will you use to make a final decision and why? Hiring is an extremely important function for any company and the argument could be made that good hiring decisions can make an organization and bad hiring decisions can break an organization. A poor hiring decision can “create a domino effect of poor employee morale, as good employees picking up the slack quickly become frustrated” (Robinson, 2018, para 2). These are things that I have kept in mind over the last 20 years of hiring and unfortunately, firing people. Approach to Hiring The first step I make when making a hiring decision is to understand what I am hiring for and who would be the perfect fit for the position. In order to get away from the plugging holes scenario of hiring the hiring manager should move towards a more wholistic approach by “creating a comprehensive picture of what you want and expect from all your team members” (Aileron, 2017, para. 7) this “may seem daunting, but it will help you hire people who are a true fit for the company culture and for the position itself” (Aileron, 2017, para. 7). Write out a list of job responsibilities and a list of what personality traits would be desirable to fit the position and fit in with the team. The second step I take when looking to hire is talk to the team about the decision. This conversation will be two-fold, first is to see if the team agrees with the list of job responsibilities and the desirable personality traits and second to see if anyone on the team has recommendations for someone that would be a good fit. Everyone on the current team is going to want a new “member of a team to share core values with the company, feel a sense of ownership over his or her position, and be equipped to fulfill what the role demands” (Roberts, 2016, para 2). Once I go through the two steps and consolidate down the information and I have into a workable summary then comes the job posting. The posting will be a summary of everything that the company is looking for in the position along with all other pertinent information. I prefer the in-depth job posting to ensure all the information is available to the applicants that includes the good and the bad, meaning that the job posting does not sugarcoat the information. Besides ensuring that all the information is available and the company is not being deceptive this is an important verse in the Bible, “do to others as you would have them do to you” (New International Version, 1978/2011, Luke 6:31). I do not want to get to an interview and find out important things that were left off the job posting.Methods for Sourcing The primary sourcing methods that I use are word-of-mouth, recommendations, Indeed.com, and LinkedIn. These four routes of sourcing talent have worked the best for me over the last few years and has allowed a good assortment of candidates for any position that has been flown. Word-of-mouth and recommendations work because the people giving the recommendations usually have a level of personal responsibility to see the person recommended do well. It is a facet of human nature that people do not want to be put in a bad light so they generally will not recommend or tell someone about a position if they think that person will do bad. Indeed.com has quickly risen to the most used job search engine with it placing 65 percent of the United States new hires in 2018 (Kurko, 2020). LinkedIn is also top rated for job searches and networking with 75 percent of people using the site to assist with a career change in 2018 (Kurko, 2020). Methods for Decision Making Barring the need for an immediate hire the most important things a hiring manager can do is take their time going through the candidates without wasting the candidates’ time. What I have found is “candidates can look great on paper or have the skills necessary for the position, but not have characteristics that align with” (Aileron, 2017, para. 21) the organizational culture and people. I prefer to have an initial one-on-one interview with the candidate that is very relaxed and informal to get to know them and understand who they are. This allows me to get a feel of whether or not the candidate will fit in with the culture of the organization. Once I narrow down the field I like group interviews with the key stakeholders to see how that candidate fits in with a group of the people they will work with. These steps usually narrow down the field to one or two people allowing me to make a good decision.ReferencesAileron. (2017). 4 secrets to hiring the right people. Forbes. https://www.forbes.com/sites/aileron/2017/06/26/4-secrets-to-hiring-the-right-people/?sh=275b3cf958afKurko, M. (2020). The 10 best job search engine sites of 2020. The Balance Careers. https://www.thebalancecareers.com/best-job-search-engine-sites-2061906New International Version Bible. (2011). The NIV Bible Online. https://www.thenivbible.com/ (Original work published 1978).Noe, R.A., Hollenbeck, J.R., Gerhart, B., & Wright, P.M. (2021). Human Resource Management: Gaining a Competitive Advantage, (12th ed.). McGraw Hill Education.Roberts, K. (2016). The value of having the right person for the right job. Inc. https://www.inc.com/entrepreneurs-organization/the-value-of-having-the-right-person-for-the-right-job.htmlRobinson, A. (2018). How to Hire the Best and Avoid the Rest: A poor hiring decision can result in numerous negative impacts on your franchise. Franchising World, 43. http://bi.gale.com.ezproxy.liberty.edu/global/article/GALE%7CA568974586?u=vic_liberty
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