Challenges of Recruitment Processes Samples

Google, an American company with multinational presence and specializing in products and services relating to the internet, was founded by the duo of Larry Page and Sergey Brin in 1998. It is one of the most desired workplaces in the world, and that has been magnified by the production of a recruitment video that seeks to provide prospective applicants with a sneak peek into what it entails to work for the organization. One of the key messages from the video about google as an employer is, life at the organization is about more than just work. For example, there are recreational facilities for employees. The fact is, it is not just about productivity, but also, the experience is meant to be pleasant. The other key message is, ‘things happen,' implying that there is fast decision making with regard to whether projects will be approved or not. One of the interviewed engineers stated that ideas are approved at a faster rate i.e. on the order of weeks, months or less in comparison to the institutions that they worked for earlier. Also, there are certain qualities that are rooted for by the company when recruiting. They encompass the following: individuals with ambitious ideas, fast responses to requests, big achievers, passionate about projects, high energy levels, a good understanding of the product base and commitment to clients (Google Inc, 2006). Hence, employees are surrounded by bright and enthusiastic colleagues, working on interesting problems and products that impact a lot of lives e.g. Gmail (Google Inc, 2006). Again, they place huge importance on balancing work and life. To demonstrate, it has a child care center touted as one of Google’s most valuable programs. Further, expectant mothers are given time off before and after delivery. Additionally, they have 75% pay for all of the 12 weeks that mothers were expectant. Furthermore, they are afforded flexibility at work such as working fewer hours. According to Google’s engineering director featured in the video, Google’s culture, philosophy and personalities drawn from its founders. Organizational culture evident from the video is briefly outlined below. Google has a work environment that fosters flexibility, creativity, and innovation. Specifically, the organization has a 20% rule where engineers have 20% of their time to work on individual projects. Some of the projects highlighted in the video included the below mentioned. One, where an engineer created a rotating globe showing where on the globe Google users were searching from. Two, an added feature on google.com where when a user types in the name of a movie and the zip code, it will return to them a list of theatres around that area, with show time and reviews to that particular movie. Importantly, there is a free exchange of information through different setups. First, there is an impactful mentoring program where both incoming and resident employees are assigned official mentors and could also take up unofficial mentors. Therefore, there is an easy transition for new comers and those stepping up to new positions. Second, to stimulate the mind of its employers, the organization has educational talks called Ted talks in different topics such engineering and the latest theories about the origin of the universe (Google Inc, 2006). Again, the organization has a great startup spirit in that projects take a shorter period to launch. Lastly, it provides impactful products to the general public. The development of the theories began in 1920’s amidst the industrial revolution, during which productivity was at the core of businesses (Jerome, 2013). A particular theory that fits well with the Google recruitment video is Maslow’s Hierarchy of Needs Theory. The theory is built on the premise that the desire of many employees is to be included in an entity that supports their growth and development (Jerome, 2013). Thus, if special attention is a guarantee and there is an encouragement for participation, the view that their work is of significance motivates productivity and high-quality work. Concerning the theory, the video is effective in attracting the right candidates, for the reasons outlined below. The behavior of humans is related to needs. The video comes across as testament that the needs, as outlined by Maslow, will be met. First, ranked at the bottom of Maslow’s hierarchy, is psychological needs. It entails the basic needs that sustain human life. Such include food, shelter, clothing among others (Wahba&Bridwell, 1973). The video outlines the provision of all these at Google. Second, the security and safety needs which are connected to the psychological fear of job loss. Expectant mothers, for instance, are guaranteed of keeping their jobs. During the 12 months, they are afforded 75% of their salary and flexibility in terms of working hours (Google Inc, 2006). Third, the need according to the theory is the social need. The need posits that it is the desire of an employee is to be in a group and be accepted. This is made possible by Google by mentorship p rograms that facilitate regular interaction with superiors and other forms of activities that make interactions with other employees easier and possible. Ideally the video advocates for the creation of a sense of community. Fourth, the theory stipulates a self-esteem need that has much to do with recognition (Wahba&Bridwell, 1973). The importance of this fact has been duly emphasized in the video citing various activities that enhance self-esteem e.g. the 20% rule. Last, and the highest ranking need according to Maslow, is self-actualization. It entails the desire of an employee to become what they think they are capable of. Google provides for this through the 20% rule, enabling employees to utilize their maximum potential. Attracting the right kind of candidates for job openings is important to any organization in existence,so as to meet the organizational goals and values (Arachchige& Robertson, 2011). According to Maroko& Uncles (2008), there are certain characteristics that come into play when a potential employer is seeking to attract the right candidates for a job opening:attractiveness and accuracy. These are some of the factors that the video by Google looked to enhance by a brief documentation of its organizational culture. About attractiveness, the video demonstrates awareness of employee needs, differentiation in the market and relevance to a particular pool of enthusiasts.   Further, it accurately portrays accuracy regarding organizational culture, values, employee experience and the employer brand (Maroko& Uncles, 2008). A study by Williamson et al. (2010) emphasized the above claim on attractiveness stating that the amount of information given attributing the company and the different positions on offer has an interactive effect on potential applicants. Arachchige& Robertson (2011), provides other characteristics of an organization that fresh graduates look for. The most preferred attributes are: will gain experience that is relevant to career, promotes self-esteem, faster decision making, better relationships with colleagues and superiors, fun working environment among others. These are some of the â€Å"attraction† factors put across by the video. First,   finding a qualified employee in time has become more difficult.Uncontrollable circumstances may lead to someone being laid off, or alternatively, an employee might have left for another opportunity.In these situations, the position needs to be filled promptly (Meister, Willyerd& Foss, 2010). As such filling, the position becomes the next order of business. However, in as much as the market is full of applicants who would be interested in the position, there are challenges. A considerable amount of time is spent on sourcing suitable applicants and profile and CV reviews. Thus, there is a need to find ways of getting applicants of good quality into a recruiter’s short list fast. Second, ascertaining the legitimacy of a resume is an uphill task.Reason being, faking resumes has been a common occurrence in a recruiter’s bid to find a fit for a position. Included here are fake referrals, education, and certification (Mallory, 2014). Researching an employee’s resume to establish if every qualification is genuine is time consuming when working under a strict time frame. Third, settling for the right choice is a daunting task. A culmination of the above-mentioned factors that make the recruitment process challenging results in difficulties settling for the right candidate. A recruiter might have lots of talented candidates but with limited positions to accommodate at least the majority, chances are they might let extremely talented individuals leave. According to the survey by PWC and KPMG, the cost of a bad hire is estimated at double the salary he would have been paid to the individual. Last, as per the findings of a study carried out by Cappelli (2008), career decisions are no longer made by managers and executives as it was in the past where individuals were matched with jobs. As such, the most talented of individuals have the freedom to turn down offers if the offer that they expected does not come along. Similarly, there is a general talent problem that has since been burdensome to recruiters in companies of Google’s magnitude. They want the skills they need at the time of their choosing and in a manner that is desirable to them. Employees on the other hand desire the guarantee of advancement and an autonomous level of control n their careers (Cappelli, 2008). Arachchige, B. J., & Robertson, A. (2011). Business Student Perceptions of a Preferred Employer: A Study Identifying Determinants of Employer Branding. IUP Journal of Brand Management, 8(3). Cappelli, P. (2008). Talent management for the twenty-first century. Harvard business review, 86(3), 74. Google Inc. (2006). Google Recruitment Video. Google: https://www.youtube.com/watch?v=JcXF1YirPrQ. Jerome, N. (2013). Application of the Maslow’s hierarchy of need theory; impacts and implications on organizational culture, human resource and employee’s performance. International Journal of Business and Management Invention, 2(3), 39-45. Mallory, M. (2014). A Research Proposal: Negligent Hiring and Fraudulent Resumes. Meister, J. C., Willyerd, K., & Foss, E. (2010). The 2020 workplace: How innovative companies attract, develop, and keep tomorrow's employees today (p. 5). New York, NY: Harper Business. Moroko, L., & Uncles, M. D. (2008). Characteristics of successful employer brands. Journal of Brand Management, 16(3), 160-175. Wahba, M. A., &Bridwell, L. G. (1973). MASLOW RECONSIDERED: A REVIEW OF RESEARCH ON THE NEED HIERARCHY THEORY. In Academy of Management Proceedings (Vol. 1973, No. 1, pp. 514-520). Academy of Management. Williamson, I. O., King, J. E., Lepak, D., &Sarma, A. (2010). Firm reputation, recruitment web sites, and attracting applicants. Human Resource Management, 49(4), 669-687.

Discussion Topics for Management Course - United States Essay

Discussion Topics for Management Course - United States - Essay Example In this case, employees feel motivated and increase their dedication business practices, something that enhances its chances of success and quality outcomes. It is important for business executives to understand that risk and uncertainty are not actually similar. Uncertainty often concerns possible results and outcomes, which are not known to the business managers. On the other hand, risks can be described as certain kinds of uncertainties that involve actual probabilities of loss for various outcomes (Ferrell & Fraedrich, 2005). In this case, it is evident that situations involving risks can be accounted for easily as compared to those involving uncertainties. The process of making decisions based on risky conditions has to seek, where possible to provide a definite identification of risks, quantifying and absorbing them. In this case, business executives have to understand that the quantity of a risk is often equivalent to the total of all the probabilities relating to the particular risky outcome, alongside the expected loss from the outcome. From the foregone discussion it is evident that business managers are better placed to account for the management outcomes that are made under risky situations that those involving certainties. One of the most important aspects of a business’ management decision-making process is accounting for the outcomes. Accountability, in this case is needed in the process of making assessments and evaluations, which are important in the growth and development stages of the business (Ferrell & Fraedrich, 2005). Business managers are expected to avoid uncertainty situations in the business, this is because, they often lead to many losses in the management process. Risky situations can often bring positive outcomes depending on the effectiveness of the decisions made in the business. This is the reason why business managers that make effective decisions over

HRM Case study (giving HR advice) Essay Example | Topics and Well Written Essays - 1000 words

HRM Case study (giving HR advice) - Essay Example Elements of organizational structure Specialization Managers need to decide how much work is to be done by each employee. Less degree of specialization would mean one worker handling many tasks at a time. This works with small organizations. But with a large organization, tasks need to be divided into chunks and each chunk should be handled by the designated worker. This improves productivity which also gives total control on the task (O'Fallon & Rutherford, 2010). Departmentalization Forming departments as per different functions is a logical way to do things in a large organization. It is a practical solution in which two different functions cannot hinder each other as they have been separated by their respective departments (O'Fallon & Rutherford, 2010). Authority An important issue arising is of who is going to take how much authority in his hands. None of the organizations are completely centralized or decentralized. Managers must consider the experience and personality of the s ubordinates when deciding for the management style and strategy of the organization (O'Fallon & Rutherford, 2010). Span of control First and foremost, organizational structure of an organization should be determined. This will determine the nature of responsibilities and authority on each member of the organization. ... A narrow span of control would have fewer people to report directly to the manager. This would add more layers to management and hence communication would be slow between lower employees and top managers. A wide span of control would have more subordinates to report directly to the manager. There is a good flow of communication between its lower level employees and top managers. Few layers are involved in the structure (Thomas, 2011). It has been researched that a small span of management with a taller organization structure would be more expensive to run because of greater number of managers. It would also show communication problems. A wider span of control would is more recommended and proves to be useful in most environments. The reason is more employees report to managers directly which would increase employees’ motivation, morale and productivity (O'Fallon & Rutherford, 2010). Coordination of activities Even if there is departmentalization and specialization, there shoul d be coordination between its activities. Problems arise when there is lack of coordination of activities. There should be a link between the functions of two departments (O'Fallon & Rutherford, 2010). A Functional Organization Mr. John Brown needs to make his hotel a functional organization. A functional organization organizes itself along functional lines, with departments being grouped according to their specific functions. Each department is further sub-divided into further small departments. For instance, if there is Rooms Department in a hotel, it is further subdivided into other smaller departments such as laundry department. This way, specific tasks are performed by employees in a specific pattern and there are fewer chances of errors. A functional organization