Hr Article Summary
Autor: mirakhurana • September 10, 2015 • Coursework • 2,115 Words (9 Pages) • 1,117 Views
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HR Article Summary
Hiring Wthout Firing[pic 4][pic 5][pic 6]
By Claudio Fernandez-Araoz Batch: PGP (2014 – 2016) Submitted to: Prof. Patturaja Selvaraj
Submitted by: Group 7 Section D Ashwariya Khurana Patni Sapna Ravindra Nagula Prakash Karan Dev Rahul Handoo Sawaiyan Neelgagan Birbal Soumyabrata Dasgupta | |
Submitted on | 29th Jan 2015 |
Summary
The article primarily focuses on the state of hiring in the current rapidly changing environment. With new organizational forms coming into existence and the focus on teams and networking ever increasing, hiring has become an issue of utmost importance across companies. The fact that 30% to 50% of all executive level appointments end up in firing or resignation signifies the downsides of having a faulty hiring process.
The article describes the following ten common hiring traps that firms fall into while making hiring decisions.
The Reactive Approach
More often than not, companies seek people with the same good qualities of the previous jobholder but without the obvious defects. This diverts the attention from the job’s future requirements to the personality and effective competencies of the predecessor. The author illustrates this by citing the example of an international shoe company which had to fire the newly hired employee as it had based its hiring criteria on the reactive approach.
Unrealistic Specifications
The author is of the view that failure to craft realistic job descriptions often leads to a reduced pool of candidates to choose from. The search team, while preparing the job description, usually compiles the required qualities gathered by interviewing the existing employees without considering the critical priorities that the new manager should accomplish.
Evaluating people in absolute terms
The article points out that the effectiveness of the hiring process is often reduced when people are judged in absolute terms. Hiring often becomes skewed when the answers to absolute questions are treated as facts.
Accepting people at face value
Accepting people at face value may not be the right hiring strategy as people don’t always tell the truth. In order to put their best selves forward, people are often seen as adjusting the truth to fit the interview question.
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