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Placement of the flow charts mistakes
Regarding the creation of the teams that are well equipped to take charge of the affairs of the company, there are various challenges that present themselves to the panel that is in charge of handling the hiring procedure (Stewart & Hoell, 2016). The process of finding the right talent for the purpose of hiring is challenging enough to the panel as it is never a guarantee that the panel will find the right people to hire (Stewart & Hoell, 2016). Despite all the challenges that are already created in the process of hiring, many companies have continued to create a challenge on their processes by failing to address the internal challenges that they face as an organization with regards to the process of hiring (Stewart & Hoell, 2016). The following essay addresses some of the mistakes that ought to be addressed by the companies that hire in the corporate world and the rationale that was used in the hiring process. The paper further discusses the mistakes that occur in the process of hiring that lead to the hiring of the wrong talent and the best way to approach the situation to see to it that only the best is acquired from the labor market.
Other Mistakes that Could Occur in the Hiring Process
The more experience the corporate world gains with the labor market over the years in regards to the process of hiring and employing talent workforce the less expertise and professionalism is acquired (Stewart & Hoell, 2016). It does not always mean that the corporate company with the highest hires is better than one with less. It appears that age is but a number when it comes to something as delicate as the hiring process (Stewart & Hoell, 2016). One of the mistakes that the managers make is to hire talent without the use of a special list and instead of coming up with a general list. When the process of hiring is centralized, then it is likely that the person that is in charge of the entire process if generalizing the process (Stewart & Hoell, 2016). Like the Google and Facebook hiring procedures there ought to be a system of hiring that goes into deeper details than the usual prolific information about the employees and what they can do. Panelists at the bench need to be able to assess more than the technical skills that the new employees are expected to have (Jenkins, 2014).
On a general note, there tends to be a general misunderstanding about the role that the person being hired supposed to do. It is more likely that many of the interviewers panelists put in place to interview the candidates have little to no clue at all of what they are looking for in the general hiring procedure (Stewart & Hoell, 2016). When there is a feeling that the interviewees ought to wow and amaze the panelist, it could be because the panelists have no idea what they want (Stewart & Hoell, 2016). It is dangerous when the panelists come to the interview with no idea of what they expect. If the person that is looking for the job that the position requires does not have what it takes to handle the job, it would be difficult for them to carry out the jobs that they are required to carry out (Stewart & Hoell, 2016). It hence requires and experienced mind to know exactly what is expected of them.
The age of the computer is the other significant problem that the modern world of employment is forced to handle. There are computer software applications that assist the interviewers to pull out keywords that point to the skills that have been digitally arranged (Stewart & Hoell, 2016). The place of the human agent in the holistic hiring process is facing competition from the computer, and this leads the most superficial results and a dishonest criterion for finding the right people for the job (Jenkins, 2014). When people learn that they need to satisfy certain criteria to get employed they work to acquire those skills when the computer comes into contact with the keywords that they are programmed to understand they stop at that, and the job is as good as done (Stewart & Hoell, 2016). The use of computers may be efficient but not effective in the market.
Computerizing such a human aspect as that of the corporate life and replacing experienced human agents with computer heads can only lead to computer errors. Employees ought to invest more on human agents that can tell the real from the fake and that can discern beyond merely comparing data in a manner that is superficial (Stewart & Hoell, 2016). It is only this way that the companies will be able to get the right talent. By investing in experienced human agents, the employees avoid the phenomenon of the computer error as the preliminary step towards finding new employees.
Taylor and Stems 10 mistakes
According to Taylor and stem, there are ten mistakes that companies make when hiring. Some of the mistakes that they quote include employment based on the age, making an assumption on the qualification of the employees, the use of seniority as a tool for hiring, placing more emphasis on the interview and hiring the experience at the expense of the skill. I disagree with the researchers on the observations that they make. Many of the employees in the workplace look for the experience of the employees more than they look for the ability to perform a duty as they are required.
The interview seldom ends at the point where the manager rejects some applications. As a good corporate organization, it takes wisdom to realize that there might come a time when they might need the skills and the knowledge of some the applicants that were rejected (Jenkins, 2014). It hence follows that they need to provide more information than to say that the application was rejected without giving reasons or the rejection. The more professionally an organization deals with their rejects, the better the chances are that they would one day need the skills in the market and they would find it (Stewart & Hoell, 2016). As a corporate organization, there will always be the need to hire employees. The good employees might have the choice, and they might choose the best out of the industry (Stewart & Hoell, 2016). To attract good employees, the corporate organization ought to deal well with their interviewees. It is important that the company gets the right people for the job but is it also important that the company knows why they did not hire the applications that are rejected (Stewart & Hoell, 2016).
One of the greatest mistakes that companies do when they are hiring talent is to advertise the job by listing qualifications that are generic. Generic qualifications are the types that are simply listed with disregard for the way that they apply to the specific position that is being advertised. I believe that there are plenty of qualifications that can be computer generated in the course of advertising for the position. It is, however, important that the company looks further into what skills that specific position requires at that specific time.
In the process of hiring, there are other mistakes that I believe could occur in the workplace. Some of these mistakes include non-commitment to the search for the right employees, displaying ignorance towards the pipeline and resistance to taking tie rime off to clear the head. I believe that the employees are a vital part of the organization and having the right employees is equivalent to having the job done. I believe that the selection of the personnel is a significant part of deciding the future of the entire organization. I believe that the employees play a major role in determining the success of the organization. While having a record for having done the job for ten years elsewhere in not the same as being good at doing, the job many skilled and talented potential workers miss the opportunity for lack of experience. Hiring based on seniority is also one other means of thinking that is designed to prevent the company organizations from acquiring the right personnel; for the job.
Jenkins, K. (2014, April 15). Forbes . Retrieved September 28, 2016, from How To Hire Like Google And Facebook: Evaluating Candidates Beyond Their Technical Ability: http://www.forbes.com/sites/ashoka/2014/04/15/how-to-hire-like-google-and-facebook-evaluating-candidates-beyond-their-technical-ability/#25100854f156
Stewart, S. A., & Hoell, R. C. (2016). Hire someone like me, or hire someone I need: entrepreneur identity and early-stage hiring in small firms. Journal of Small Business & Entrepreneurship., 28(3), 187-201.
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