Discuss which practices you feel are the best for recruiting new applicants. What are the hiring practices for your organization? Does your organization use some form of testing in the hiring process? Are the tests effective in finding qualified applicants? Do you feel your organizations overall hiring practices are effective? What changes would you suggest be made to the hiring practice at your organization?
The main hiring practice of this organization is talent verses experience. The HR team picks talent over experience. The logic behind this is, raw and unexplored talent has something that no one has tapped yet. The aura and fresh energy of the new blooming talent give the company a new boost.
The organization uses an aptitude test in order to test the basic intelligence level of the candidate. The test generally encompasses numerical reasoning, verbal reasoning, diagrammatic test, mechanical reasoning test, inductive reasoning test, diagrammatic tests and situational judgments. All these tests help in ascertaining the logical thinking ability of the candidate. The tests are usually multiple choice questions with closely aligned options.
The aptitude test is indeed helpful it helps in gauging candidate’s suitability for the role. It gives a brief overview about the broad spectrum ability of the candidate in the grounds of quick thinking, logical reasoning and ability to perform under pressure and who well he or she is versed with quick tricks (Daley, 2012).
The overall hiring process generally encompasses looking for multitasking personnel, A person’s ability to communicate affective in business language, Test to ascertain the candidates knowledge about the subject and how they can perform under the pressure and their dedication towards word. The structure of hiring process is indeed effective and it helps in recruiting the best right person for the job.
However, certain changes are required to be done in order to make the hiring process more effective and this include giving importance to the experienced candidate as well. It is the experienced candidate who will help the company to succeed during the crisis condition. The company must also use social media as a principal medium to filter out the prospective candidate (Slovensky & Ross, 2012).
Daley, D. M. (2012). Strategic human resources management. Public Personnel Management, vol. 3, pp. 120-125.
Slovensky, R., & Ross, W. H. (2012). Should human resource managers use social media to screen job applicants? Managerial and legal issues in the USA. info, vol. 14(1), pp. 55-69.