Paper Example on Hiring New Employees: What Matters Most to Ensure Success?

Part 1

1. What Matters Most to Ensure Success?

Hiring decisions are made after a lot of information has been put together. In a real sense, it all matters if the company will be involved in the hiring job. Generally, it's the role of the company to fit within the team to incorporate cultures that give direction during hiring. The hiring manager should also be in apposition that makes him meet with the workers instead of spending more time solving personal conflicts generated by the new members.

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Therefore, hiring new employees is the role of the organization because the procedure involves identifying the need and hiring a qualified candidate. In the creative development department case, it is the role of the CEO, head of the human resource, and vice president of human resources to identify the hiring need and start the recruitment procedure. Since they are the leaders of the company, they must make sure that the role of the new candidate aligns with the goals of the business.

2. Who Would You Choose For The New Head Of The Department, And Why?

Given a chance to choose from the selected candidates, I would select Wendy Atchinson. The reason behind this claim is that most companies are advised to keep the internal teams and advertised the new position before hiring from outside. In doing so, appropriate communication channels will be used to strategize how the candidate will be screened before the interviews. With Atchinson, she can fill the position well because she understands the culture of the company. She also has experience in the manufacturing division for the number of years she has worked.

3. Did You Take Into Consideration Whether Or Not To Hire A Female? If A Female Is Not Employed, Is There Any Discrimination?

Whether one cares, it is good to admit that everyone exercises biases when it comes to hiring. Denying the natural preferences that exist in people would be disingenuous. However, for many employers, biases should be minimal when it comes to macro decision-making capacities. Unfortunately, choosing whether to hire a female or male has had an impact on the corporate world. Men, in this case, are favored due to their efforts. In short, favor should not be practiced in the hiring processes

When both female and male employees discover that gender diversifies and improves the company, then there will be a gap. In this case study, it is a fact that Wendy Atchinson is a female, and this is not the reason why she should be hired. Atchinson has also grown in the company, and this puts her in a better position to run the show, but under a few do's and don'ts. However, research has also shown that females become great leaders in companies that have positive value diversity and work environments. In this case, Atchinson has gone through various ranks, and this makes her the best candidate for the position.

Part Two

1. How Effective Were Amelia Chi's Techniques In Recruiting New Employees?

The techniques of hiring are usually evolving because of the growth of the internet. Often companies use the media to attract the applicants, but internal advertisement is also done. The reason why organizations begin with the internal ad is that it is not only cheap but also employees understand the culture of the company.

Many companies also conduct print advertisements, external advertisement, and web advertisements to attract all candidates that have a similar experience. Amelia Chi's technique of hiring was unique because candidates of different backgrounds were chosen. Amelia Chi was also not biased when it came to gender, age, and race but wanted people that portrayed similar experiences for the advertised position. This was done when she used Monster.com and several other websites to reach the public. Amelia Chi also went to the local universities to advertise to candidates that trained for the same kind of position.

2. Is There Any Current Discrimination Among The Employees Who Work In The Department Compared To The Local Demographics?

When Amelia Chi's data is analyzed, there was discrimination among the existing employees because none of the candidates was considered in the selection. As usual, advertising for any new position in the company should start internally to give a chance to those that wished to be promoted. But in this case, all candidates that were sourced from outside can affect the culture of the company before the individuals get into the system.

3. Which Four Of The Nine Employees Would You Select, And Why?

From the list selected by Amelia Chi, the first person I would choose is, Thomas Decker. The reason behind this choice is that he is flexible because of his age and the experiences attained. Even though he lacks a college certificate, sometimes the best thing to look at is the personality of the person and how he thinks. Also, Thomas is this type of person who will blend with the environment because of his zeal to work in a new company.

The other two people I will choose are Lisa Munoz and Juan Ramizer. Sometimes, hiring people that come from different experiences creates more problems in a company. The two candidates are graduates and have no experience. The reason why this is advantageous is that they will be mentored through as they continue adapting to the system. The last person will be Henon Heftson. The idea behind this choice is because he is mature enough to understand things.

Bibliography

Agard, Christine. "Recruitment Strategies, Matrices, and Techniques Used in Hiring Veterans." International Journal of Human Resource Studies 7, no. 2 (December 2017): 78-99. https://doi.org/10.5296/ijhrs.v7i2.10960.

Breda, Thomas, Roland Rathelot, and Joyce Sultan Parraud. "Gender Equality Objectives and Their Impact on Gender Discrimination in the Hiring Process." AEA Randomized Controlled Trials, February 2019, 114-55. https://doi.org/10.1257/rct.4986.

Fischer, Arthur K. "Staffing And EEO Laws: A Human Resource Management Case Study." Journal of Business Case Studies (JBCS) 5, no. 6 (2011): 111. https://doi.org/10.19030/jbcs.v5i6.4739.