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The Hiring Process
The Kind of Decisions I would make in an Interview Process with a Candidate.
During an interview process, it is important that I be able to make certain vital decisions that would be judicious in determining the right candidate for the job. I should ascertain whether the candidate is “organization person fit.” I should be able to decide whether the candidate is well suited for the organization bearing in mind the skill they possess. Secondly, I should decide whether the candidate brings on board relevant advanced skills that would be beneficial to the organization. It is also important that I make a decision on the specific concerns made based on individual code grounds for the job being offered (John 252-257). For instance, does the candidate possess the ”soft skills” required for the job?
Strategies for Selecting the Right Candidate for a Job
I should employ proper strategies in the selection of a perfect candidate for a job. Such strategies include; focusing on previous specific experiences and accomplishments of the candidate, evaluating their work ethic and attitude, being conversational, and open with the candidate by asking them a question about something they are passionate about. Lastly, finding out whether they are life-long learners, among many other strategies.
Consequences of a Wrong Strategy in the Job Hiring Process
Without a doubt, using the wrong strategy in the job hiring process negatively impacts the organization. According to Michael, the consequences of using a wrong strategy include low productivity, more workload for the team members in the organization, lowering the morale of the other employees and wasting of resources, that is, a lot of money, time, and energy is wasted during downtime, as well as the recruiting process and the expenses incurred in the entire process.
Works Cited
John, Jerry. “Effective recruitment strategy to improve your hiring process.” ZENITH International Journal of Multidisciplinary Research 9.3 (2019): 352-357.
Michael, Armstrong. “A handbook of human resource management practice.” (2019).