- Why has Internet recruiting become so important? How do employees conduct Internet recruiting? What are the disadvantages of Internet recruiting?
Internet recruiting has gained a lot of momentum and most organizations rely on internet recruiting mainly because it is less expensive and provides a lot of candidates for a particular job vacancy. This helps recruiters to screen candidates before calling them for an interview or a written test. Prospective job opportunities are identified with the help of the internet. It helps organizations to recognize both passive and active candidates suited for a particular job. It is a tool which helps in determining a large number of applicants and may help in filling multiple vacancies. Also organizations place possible job applications through the internet.
Employees conduct internet recruiting aggressively by means of browsing through various online websites. Such websites allow employees to upload their resume and also apply for suitable job vacancies. Also employees may select between several job applications and accordingly choose to attend the interview for a particular job which suits the person best. The internet allows a platform to store relevant data of the employee so that the individual may be contacted by prospective organizations even at a later date.
There are certain limitations of recruiting through the internet. It is not a selection mechanism and does not include conducting face-to-face interviews, background checks and other mechanisms which may help in assessing behavior and attitudes which may help in employee recruitment and selection process. Also the internet does not provide a personal touch. Also a large number of resumes are posted in the internet. The internet leads to excessive competition among candidates from all quarters from the globe. Organizations are spending more expenses on internet recruiting at the cost of traditional recruitment options. Lastly, the internet does not allow confidentiality because it floats the information of prospective job applicants on multiple websites.
- Describe the relationship among job performance, selection criteria, and predictors in the employee selection process.
There are certain acid tests in hiring the right person for the right job. The foremost quality is that of integrity. Such people speak the truth, are responsible, admit their flaws and rectify them. The next two acid tests are those of intelligence and maturity. Then there is the 4-E framework model and those are positive energy, the ability to energize other people, having the edge to take complex decisions – both positive and negative and the last quality is to aptly execute and get a task accomplished. Lastly, the individual must display a passion for conducting the activity to the best of ability. For top leaders qualities to be observed are those of authenticity, anticipate radically unexpected happenings, having an urge to be in the presence of smarter and better individuals and lastly the person should be highly resilient.
The above selection criteria help in selecting the employee who is best suited to perform a particular task. However, it is not necessary that the employee selected has to mandatorily display the above mentioned traits. It has been observed that individuals not having all the above mentioned qualities may also perform a particular task well provided the individual is extremely smart and a go getter.
- How can managers make appraisal feedback interviews more effective?
Appraisal feedback interviews may be made more effective by managers. However, not all of them are able to do this in an effective manner. The performance appraisal systems should be used from time to time may be on a quarterly through the year. Supervisors should provide effective feedback to subordinates by engaging in a two way communication process. The performance appraisal process may be enhanced by engaging the employee in effective discussion and consistently monitoring performance and providing valuable and effective feedback to the personnel. Action plan should be formulated after thorough discussion with the employee so as to suggest mechanisms for effective performance. Also the feedback provided should be in writing and should take the emotions of the subordinate into account. The feedback should be provided to the whole team and not select members. It should be thoroughly thought through and must be precise and specific. Constantly monitor performance and accordingly provide feedback to the personnel.
- Why is succession planning important? What key mistakes are often made in succession planning?
An ongoing process which helps in recognizing, assessing and developing talent to ensure that firms can survive in the changing world of marketplace and workplace is succession planning. Succession planning helps in addressing the desires of a firm as the senior management team gets mature. It helps in preparing organizations for undesired and unexpected happenings. It also ensures that the right people are hired with the right firm and also looks to secure the future of the firm.
The first mistake in succession planning is that it is considered as a human resource program rather than a program meant for the core senior management. Another error in succession planning is to try to attain a lot of things on a quick pace. The failure to be flexible despite the fact that in business environments it helps in being flexible is another mistake in succession planning. There are firms which do not believe in succession planning as they believe that the senior management team will be intact. This is the case of internal myopia. Succession planning may lead to failure if there is no connection between human resource systems and succession. If definitions of the constructs of high quality leadership are ambiguous then succession planning may result in failure. Succession planning may fail if the development plans of individuals are not considered. Despite having an excellent start succession planning may not be sustained.
- What learning principles would you consider in designing a training program?
While designing a training program certain learning principles should be considered. Every session of the training process should need to cover specific and learning objectives. It is important to include goals in the training program as it helps in measuring, describing and defining the things to be attained from the training program. In order to help in building a training program to a learning process, the facilitators should ensure following a team approach in daily activities. It helps participants to work as a team in resolving issues even after the training program is over. The experiences of participants should be shared in the training program so that they may learn certain valuable and applicable concepts which may help in building a learning process. In order to make the training process interesting and to keep participants engaged a wide range of presentation methods like flipcharts, power point presentations, animated slides, participant handouts, audio-visual aids and posters may be used. Also the participants may be included in preparing certain things after training is provided to ensure that adequate learning has been inculcated from the training. This may be conducted as a part of the evaluation process.
