Hiring Process

Relate a hiring experience you have had as a job seeker to the process illustrated in 

Figure 1-1

. 

What could the organization you applied to have done to improve your experience? 

References:   

Phillips, J., & Gully, S. (2015). Strategic staffing. (3rd ed.). Upper Saddle River, NJ: Pearson.

Chapter 1 -Evaluate the alignment of staffing strategy to organizational goals.

150-200 words

   

Figure 1-1

 illustrates the general staffing process and identifies whether the applicant, human resource department, or hiring manager is responsible for each stage. The staffing process begins when a hiring manager determines there is a need for a position, which could be due to turnover or the creation of a new job. If necessary, the human resource department conducts a job analysis, and the hiring manager gets a job requisition approved that authorizes him or her to fill the position. Human resource personnel then recruit appropriate applicants and advertise the job opportunity. Applicants apply for the job, and the human resource department screens them to identify those to consider further. By further assessing the remaining candidates, the department screens out applicants who are a poor fit for the job and identifies the finalists for the position. The hiring manager subsequently interviews them and determines who should receive the job offer. The firm then makes a job offer contingent upon the candidate passing any background check, drug test, or other tests. If that candidate turns down the offer or fails to pass the assessment, another candidate receives a contingent job offer until someone is hired. The organization begins socializing the new employee to familiarize him or her with the job and the organization and to help the new employee become productive as quickly as possible.