End-to-End Hiring Initiative - Assignment Example

Psychology 431 – Organizational Entry Journal Article Review – End to End Hiring Initiative Dr. Marie Waung Jennifer Williams November 22,2010 Organizational Entry Journal Article Review – End-to-End Hiring Initiative The article, "End to End Hiring Initiative" outlines businesses effective hiring practices for individuals based on available job positions. During the hiring process, there are many questions involved such as which one can fit perfectly into the job position open as well as in the organization itself; which one can effectively carry out the stipulations of the job and the organization; and some of it does not necessarily concern the ones applying for the job. These questions also involve the managers, as well as the Human Resource Office. The challenge an organization or establishment faces during the hiring process is usually circling around the question “did we already find the right individual for the job? Or is there someone better who might still apply tomorrow?” With these types of unanswered questions to keep in mind, most organizations cannot really put a final closure to the duration of the hiring period. Because of the expectation that the right applicant has not been interviewed, the notice of a job opening is not yet closed. Another concern faced by the organization during this period is "how many managers are available to help out with this task?" The task of hiring is not included in the daily function of managers. They are normally busy with their daily workloads. A related question would be "how can the organization hire effectively under such circumstances?" To resolve such predicament, strategically integrating and reengineering the five components established in the hiring process validate personnel selection procedures. The five components consist of; workforce planning, recruitment, hiring, security and suitability, and orientation. The entire process starts with the first component; workforce planning as its foundation. Workforce planning, being a system process in identifying which individuals will be beneficial to the organization, these selected few can meet the establishment’s mission and goals. The second step procedurally moves on to recruitment, which is an on-going process. If job vacancies exist, this is where the hiring process becomes active. It can overlap into the next component, which is security and suitability where the candidate is assessed if his or her character, abilities, and behavior are in favor to the organization’s welfare. If the candidate for the job proves appropriate for the position, the organization’s responsibility is making sure the person is oriented with their rules and regulations. The study provides validity both internally and externally, since it does focus on the applicant, and is also beneficial to the hiring organization. This is because the research method on the field experiment is on this kind of setting, extraneous variables are common and when they do occur, there won’t be a significant impact on the results of the study. The natural, normal, realistic conditions that occur in the workplace don’t affect the results. The study is conducted during normal everyday functions. The issue with this type of procedure is that there has to be enough personnel assigned to complete the tasks. Since it could be time consuming and those with prior responsibilities will most likely not have time to engage in this task effectively. When it comes to practical applications of this study, it is clear these measures can help Human Resource personnel and hiring managers in two measurements. The first assists with selecting individuals for the job much more effectively with the integration of the five components. The second assists meeting the organization’s requirements. The processes involved in the study are consistent with the key points emphasized in the text and lectures. Starting with staffing, it is clear that the End-to-End Hiring Roadmap is a two way process involving both the applicant and persons hiring. The methods used in the study encourage the matching of the individual and the organization so effective hiring and recruitment can occur. The focus of the study is achieving an effective person-job match and it has taken into consideration the factors that will have an impact on it such as individual KSAOs (knowledge, skills, abilities, and others), individual motives and needs, the job requirements, and the job rewards. But then of course, although individual skills and abilities are important to match the job position available, there is also the need to check if the individual can fit in the organization. The person-organization match is also important in staffing, thus making working among co-workers much more harmonious and effective. With the methodology of the study being more applicant focused, rather than the other way around, the organization has a better chance of learning about the person applying for the job, thus making the matching process much more successful. In terms of the recruitment and selection process, the study carefully screens the applicants and takes note of the roles they are to be playing in the organization. In the End-to-End (E2E) Hiring Roadmap, recruitment is taken seriously and specific personnel are selected to undertake tasks assigned. The number of applicants are kept at a manageable rate –to reduce an organizational nightmare, but a solid number of applicants are retained so hiring options do not become too limited. Having a strictly followed closing date for the hiring period controls the quantity of applicants. The types of applicants that apply are also being controlled through screening. Those that meet the organization’s standards are separated from those that are not considered for the job. When there is enough, the hiring period will come to a close, as scheduled, and the organization’s Human Resource Office will simply work with the choices that they have on hand. On the key point of the relationship between image and attraction, within notes and lectures; the image of the organization highly influences the behaviors and early reactions of potential applicants. Since the image of the company or organization attracts applicants which most likely possess the same kind of “image” in their personalities, those applying for the job position are usually not far off the radar from what the organization is looking to hire. Career-oriented individuals wouldn’t mind working for companies or organizations with an image of being highly corporate and busy; while artistic individuals wouldn’t mind working for companies that may require some flexibility in schedule and tasks. An individual’s preference in an employer is a mirror of his or her self-image. However, there is another factor that may affect the image and attraction relationship, and that is one’s age. Since college graduates base images on familiarity, and industry executives base image on economic performance indicators, it is clear that if the job position open for hiring is meant for industry executives, then there won’t be much concern about false assumptions regarding the organization’s image. In the study, the End-to-End (E2E) Hiring Roadmap, there is a lot of focus and concentration on the applicant during the entire process, and also provides a clear communication as to the organization’s rules and regulations and how things are done. In this article, the Human Resource Office takes into consideration the cases of false assumptions. The organization’s image may vary from one person to the other and each one may have their own impression of it. In order to avoid false assumptions of an organization and its image, the hiring process makes everything clear to the applicant, thus giving that person a better chance of gauging if they have decided on this job and company. In the study, it shows that organizations are looking for individuals who can work longer periods of time and not just temporarily. They believe that skilled individuals with abilities that match their requirements are important. But they also believe that these skilled individuals learn more and further develop their abilities through time; thus, making them assets to the organization. The hiring process of the E2E Hiring Roadmap makes it clear that they are looking for people to stay with the organization for a long time. That is why companies continue to check the applicant’s KSAOs (knowledge, skills, abilities, and others) as it matches the job position, in addition to the applicant’s overall behavior, personality, and actions to see if it matches that of the organization. To work on the image and attraction relationship in the hiring process, the E2E Hiring Roadmap makes use of sufficient information provided to the readers of the ad so that the quality and quantity of applicants would be screened and controlled beforehand. The End-to-End (E2E) Hiring Roadmaps hiring process deems to be an effective way of accomplishing the task because it undeniably focuses on the applicant, taking care of his or her expectations, as well as taking into consideration his or her needs and interests. It is beneficial for the applicant because the process is particular about the clarity of the hiring process, as well as an engaging orientation experience. It is less intimidating to the applicant, thus giving the individual more chances of being able to demonstrate his or her full potentials during the entire selection process. And at the same time, it can give the person in charge of recruitment a clearer picture of the individual that they are considering of hiring for the job. Works Cited United States Office of Personnel Management. End-to-End Hiring Initiative. PDF File. Retrieved 12 Nov. 2010 Read More