A Method for Recruiting the Best Candidate for the Job - Essay Example

? A Method for Recruiting the Best Candi for the Job Introduction Many organizations have always opted for a methodogy upon which they are able to measure personality of a person who intends to be recruited to work for that particular organization. This has been looked at in many dimensions, with two schools of thought emerging to contribute to the same debate. One camp argues that it is important to measure one’s personality before employing them in an organization. On the other hand, the other camp disagrees that it is not an effective method to determine one’s capability to do an excellent work and give the best quality results to the organization. Importantly, the most crucial task is left with the human resources management who conducts the interviews and selects the best candidate for the job (Huffcutt, 2011, p.18). Therefore, it is important to analyze why it is important to measure an individual’s personality. Many companies opt to expose the applicant for a job opportunity to a very rigorous interview process so that the best candidate can be selected from the teams of interviewees. It is the organization that attracts the largest pool of applicants, which often gets the most outstanding personality with the highest qualification for the job (Schmitt & Borman, 2001, p. 13). It is a clear fact that the employees of an organization act as the face of the organization. Therefore, it is the goal of the organization to recruit the best candidate and the most suitable person for the job since it is the best employees who stand out and represent the organization in its best scope (Kacmar, Delery & Ferris, 1992, p.27). In fact, the employee recruitment process only takes place when there is a vacant position in the organization. In addition, it is possible when the company is embarking on a mass expansion program. In case, the interview process incorporates the insiders who were on internship or industrial attachment programs, they are often motivated and encouraged to give their best. Though, the interview processes are not tailored to meet specific individual’s expectations, the insiders are given the first priority in most cases since they already know the operation procedures and processes of the organization (Maurer, Solomon & Lippstreu, 2008, p.11). Therefore, training them on the job would not take a lot of time and resources. Often, they take less time to learn and understand the work processes due to the experience that they have gained from the company for the time they were engaged in the internship program (Levashina & Campion, 2007, p.14). It is during the recruitment process that the organization is likely to reveal the character traits of the job applicants. This can be achieved through temperament tests, aptitude tests and psychometric test. These recruitment tests methods help in determine the candidates’ academic knowledge, problem solving skills, general knowledge, endurance, temper, speed, and accuracy (Morgeson, Reider & Campion, 2005, p.35). The successful applicants are taken to another stage of recruitment, that is, the oral interview, where a person’s etiquette, presentation and verbal communications are tested. Essentially, communication is key for the success of every organization (Ferris, Witt & Hochwarter, 2001, p.57). Therefore, the recruitment panel must come up with an eloquent candidate who is able to give satisfactory and convincing explanations to the clients who are the main targets of every business organization (Nyder, 1974, p.22). Even though the applicants’ recruitment process is crucial in every organization, it has both its merits and drawbacks. The discussion that follows gives detailed highlights of the benefits of the applicants’ recruitment process. Advantages One of the benefits of recruiting applicants, especially from the internal sources is that it is very economical to the organization since it cuts down on costs for advertising to source for the external applicants. In most cases, such interviews are conducted by the human resources department and might not need to engage the services of the external recruitment firms (Salgado, & Moscoso, 2002, p.41). Besides, the internal recruitment is important because the employees from within the organization are given a chance to participate in the interview. This motivates them, and at times gives them the opportunity to grow in the organization when there is a chance for promotion (Schlenker, 1980, p.32). Another benefit of a selection interview is that the brand identity of the organization that has been built over the years is protected. For example, when the most experience employees, who have served the organization for many years are selected, they are likely to uphold the brand image of the entity since they have the full knowledge and history about the organization’s performance. With the vast knowledge and experience, they are capable of making some critical decisions to save the company during crisis (DeGroot & Motowidlo, 1999, p.26). However, there are several drawbacks of the selection interview as a method of recruiting the best candidate for the job, which are focused in the below discussion. Disadvantages There are certain limitations that have been witnessed when the organization conducts the selection interview as a method of recruiting the best candidate for the job. For example, when the company engages in the internal recruitment program, a limited chance is provided to the most potential and capable candidates who are locked from the interview (Campbell, McCloy, Oppler & Sager, 1993, p.12). The company might not end up with the right products, in terms of the employees, if it decides to do the internal selection. In fact the job market is flooded with potential skills that put pressure of the demand for labor (Huffcutt, Conway, Roth & Stone, 2001, p.48). Therefore, the selection interview as a method of recruiting the best candidate for the job should engage both the external and internal candidates to come up with the most productive workforce. It is important to discourage internal interview selections since they promotes in-breeding that is not good for the organization growth and development (Tuller, 1989, p.14). For example, when candidates are employed from the same department from the same organization, redundancy is likely to occur, and this discourages creativity and innovation in the company. Another limitation of the selection interview as a method of recruiting the best candidate for the job is that it looks out good candidates who might fail in the interview, but are generally good. Depending, on the situation and the circumstance of the selection interview method, a candidate might fail, but this does not means that he/she cannot be productive on the job (Burnett & Motowidlo, 1998, p.22). For example, when a candidate is of ill-health at the time of the interview, there is high probability of failure. Such a candidate might be denied the chance to serve in the organization owing to failing the interview. Therefore, it is important to come up with other methods of recruiting the best candidate for the job. References Burnett, J. R., & Motowidlo, S. J. (1998). “Relations between Different Sources of Information in the Structured Interview”. Personnel Psychology, 51, 963–983. Campbell, J. P., McCloy, R. A., Oppler, S. H., & Sager, C. E. (1993). A Theory of Performance. 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Impression Management: The Self-Concept, Social Identity, And Interpersonal Relations. Monterey, CA: Brooks/Cole. Schmitt, I, N. & Borman, W. C. (2001.), Personnel selection in organizations (pp. 35–70). San Francisco: Jossey-Bass. Tuller, W. L. (1989). “Relational Control in the Employment Interview”. Journal of Applied Psychology, 74, 971–977. Read More