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MLA
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Literature & Language
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English (U.S.)
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Topic:

The Hiring Process for an Organization and Human Resources Role

Essay Instructions:

Position Paper #1
Selecting candidates who are an appropriate fit for the organization's culture is a critical HR competency as hiring the wrong person for the job is costly in time and resources. Organizations such as Zappos and Whole Foods are extremely successful yet have more non-traditional selection/hiring processes. For example: 1) At Whole Foods, after a candidate has completed a lengthy probationary period (thirty to ninety days), the candidate's coworkers vote to determine whether that candidate will be hired permanently or be sent packing. 2) Zappos uses an array of unique activities and questions ("On a scale of 1 to 10, how weird are you?") in its hiring process to ensure each candidate is going to be "one of them".
In your opinion do these types of approaches aide in hiring or are they dangerous? Support and defend your position with thought please. The point of this paper is to demonstrate critical thinking regarding non-traditional hiring practices and their impact...feel free to research other organizations that have other approaches if you need more background.

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The Hiring Process for an Organization and Human Resources Role
The human resource departments are crucial as initial determinants for an organization's performance. Hiring the right human resources is the first step towards making positive organizational progress because it determines the quality of the output. The opposite is true: hiring the wrong human resources can be expensive and detrimental to the organization if the hired individual does not fit into its culture or cannot appropriately perform the job they were hired for. Among the most common ways of hiring talents is the traditional ways where an organization advertises a vacancy in the newspapers, uses local employment offices, and employs internally or through temporary hiring agencies. However, non-traditional ways like referrals, recruitment events, or social media are gaining momentum and overtaking the traditional methods. This essay argues that non-traditional hiring processes provide the best growth opportunity for organizations and individuals. They ensure that the human resources concentrate an employee's ability and not their past, inject necessary diversity, and saves money while opening up the talent pool.
Non-traditional hiring methods concentrate on the employee's ability to perform the task instead of concentrating on their past effectively. The traditional hiring methods demand that an employee have specific years of experience in the relevant field. However, this may lock out potential employees who do not have experience but can perform the task effectively. Non-traditional methods give all people an equal opportunity (Araten-Bergman 15). The example of Whole Foods provided is a good case. The employees who stand out during probation get the opportunity to work with the organization. Allowing coworkers to vote for the approval of the employee under probation ensures that the hired talent is compatible with the rest of the team, a value crucial for positive organizational growth.
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