Effective staffing is a concept that many firms do not devote sufficient time to. What these firms fail to realize is that if they invest their capital throughout the hiring process to find the proper candidate for the job, then they will have a larger reward payoff later on. The reason for this is that by finding the correct candidate for the job, they are essentially going to find someone who will be happy in their job because their personality is the proper fit, which in turn will produce more profitability in the future. The way that a prospective firm achieves a successful hire based on personality and qualifications is by a process known as job analysis, (Singh, P., 2016). The process of job analysis transpires when a firm researches the personality characteristics and proper skills for a position that they are trying to fill, (Singh, P., 2016). By doing this, the firm is able to find the best suited candidate for the position. One firm that needs to improve on this practice is Boston Consulting Group because they spend a great deal of time having a candidate interview with many people before being hired; however, they do not invest the time to assess what personality traits and skills would be best for the position that they are trying to fill, (“Human Resources: Excellent People Operations Drastically Improve a Company’s Overall Performance,” 2016).
Boston Consulting Group is one of the top consulting companies in the world. They advise companies on effective Human Resources practices on a day-to-day basis, which is why it is ironic that they do not implement the same strategies in their own business model, (“Human Resources: Excellent People Operations Drastically Improve a Company’s Overall Performance,” 2016). Having worked there, it was easy for the observer to see the employees that were not happy in their positions that was due to a poor effort of job analysis before they hire people. The process was attributed to their Human Resource’s lack of proper organization and investment in matching the proper personality profile for the upcoming position. For example, if Boston Consulting Group were looking to hire a new analyst in their tax division, the applicant would be interviewed by several people. Each interview would ask the same questions that were generic for every position. Additionally, Human Resources did not take the time to do a personality assessment of what would be the best fit for the position that they were hiring for. It was for this reason that the person interviewing was essentially going into the interview blind and not knowing what traits would be the best fit for the position they were trying to fill. Boston Consulting Group needs more preparation on their analytics side of personality profile before they send a candidate to meet with so many different people. If they do this, they will have a much higher productivity rate in the long run because they will find the appropriate candidate for the job position that they are trying to fill.
Boston Consulting Group is merely one example of a firm that is having a major disadvantage by not implementing job analysis into their hiring strategy. If more firms considered this practice, they would see a drastic increase in their potential to find the right candidate that will provide their company with the most productive job performance possible. By implementing job analysis, a firm is able to weed out applicants that are not the right fit for a position based on their personality characteristics. This is one of the most effective tools of foresight in the field of Human Resources that is absolutely pivotal to the success of a company’s hiring practices that often gets overlooked due to corporate budget cuts, (Singh, P., 2016). By taking the proper time and capital, a company seeks to gain a great deal by investing in job analysis.
References
“Human Resources: Excellent People Operations Drastically Improve a Company’s Overall Performance.” Boston Consulting Group. 2016. Web. 9 June 2016.
Singh, P. “Job Analysis for a Changing Workplace.” York University. 2016. Web. 9 June 2016.
