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Annotation
This is a review of an article which discusses the different techniques of hiring the right, mainly in this case, senior executives. This article aims to provide leaders with guidance on how to add value to the hiring process by improving their recruiting diagnostics. The article focuses on a concept which is referred to as fit and unpacks. This concept breaks down into sub-categories which are, fit with the job, fit with the leader, fit with the team, and fit with the organization. Instead of the traditional approach of recruiting and assessing candidates based on the current needs of the organization, this concept also addresses the current and emerging talent requirements. The article also considers the types of questions leaders should ask and what to listen for when assessing a candidate and whether or not they are “fit”. The article provides leaders with the ability and technique to gauge the authenticity of a candidate’s responses. Another topic this article addresses is the responsibility of the leader to provide the candidate with the right information to make informed decision about whether or not they feel they are fit for the job. The article also briefly discusses some complications that come along with being fit to lead such as avoiding bias behavior, being aware of preferences and prejudices, and learning from previous hiring mistakes.
Personal Reflection
Hiring the right senior executive can be complicated due to the vast experience most will have. Many of them will have conducted many interviews themselves, which allows them to know exactly what leaders want to hear and they prepare accordingly. The leader must look past the professional credentials and look to the person behind the resume and determine...
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...e should have a say in who they are going to work with.
In conclusion, the ability to hire “fit” candidates is essential to effective leaders. Following these techniques will allow leaders to avoid costly hiring mistakes. Also, these techniques will develop successful teams and organizations. The article states, “We hear from line and HR executives in many companies that leaders should devote as much effort learning from failures in management selection as they spend, for example, on reviewing the reasons for losing customers and on failed bids for new projects.” This will hopefully help leaders to avoid losing customers and failed bids for new projects.
Works Cited
Barsoux, J.L., Bottger, P. (2012). Masters of fit: how leaders enhance hiring. Strategy & Leadership, 40.1, 33-39. http://search.proquest.com/docview/915973091/3E0FE72A3DF84150PQ/11?accountid=10902
Kirkpatrick, S. A., & Locke, E. A. (2001). Leadership: Do traits Matter? Academy of Management Executive,5,, 48-60.
Firms need to keep competitive with the industry and do in order to bring in the most talented people they need to make sure they are doing everything they can to recruit the best possible talent. In today’s business marketplace it is not only to create a product that consumers would want but to keep the company innovative and on the cutting edge of business, they will also need to hire the right talent. The human resource department and recruiting firms need to understand what the business world is looking for and how to achieve the goals of the company. Anyone can fill a position within a company but to get the right person is much harder to do. Understanding the goals and corporate environment that the business has developed, then it will more efficiently attract the best talent.
A company’s success is dependent on the leadership abilities of its internal customers, which in turn enables a company to surpass its competition and gain a sustainable competitive advantage. Through the actions of an effective leader, the company is able to obtain higher profit margins, increase its ROI and become a force to be reckoned with in its industry, as showcased by Chairman of Xerox Ursula Burns. In other words, it is critical for an organization to align prospective candidates to the right job positions, in order to assist the company in meeting its short-term as well as long-term goals. Moreover, with the advancement in technology, people have become disconnected, which has negatively impacted their interpersonal skills. This is why it is imperative for an individual to possess characteristics that coincide with cultivating relationships when put in leadership positions. Essentially, when a
Zarowin, S. (1991). How to find and keep the best employees in the 21st century. Journal of
Person-Organization fit theories play an important role when organizations want to attract new employees. Person-Organization fit, abbreviated as P-O fit, is a popular theory, however its origin is unclear. “Models of P–O fit have grown increasingly popular as explanations of organization attraction and choice during the last decade (Kristof, 1996, as cited in Roberson, Collins & Oreg, 2005, p. 324)”.
When choosing candidates for your business as an employer you have to make the choices between a worker who's correctly matched to the job, to the organization, and one who is not fit for the organization. However, finding and match the right people to the right jobs is important to the organization in being competitive. An organization has to recruit the best by having a comprehensive people strategy that is a well-structured selected recruiting program. To be successful, the organization has to have a process in place for the positions they need to fill. It is important that the process is followed because by shortcutting the process it can shortchange the results to choose the right people.
Instead, go for quality. More often than not, hiring the experienced professional will save you both time and money in the long run. 2. Keep Your Company Culture in Focus For many employers, their focus during the hiring cycle is on finding a candidate who can do the job well. Skills and experience are certainly crucial when making a new hire—but they shouldn’t be the only factors you consider.
According to Noe (2012), most experts believe that the most important human resource decision makes by a leader is deciding who to hire. Manager manages the recruitment and selection process. Selection for the best candidates for the job is very important in an organization because the performance always depends on employees, the recruiting and hiring is costly and the legal obligations like mismanaging hiring has legal consequence. The main aim of employee selection is to achieve person-job fit which is identifying the knowledge, skills, abilities (KSAs), and competencies that are central to performing the job. The objective of effective selection is to decide who the right people are, by matching individual characteristics (ability, experience, and training) with the requirements of the job (DeRue & Morgeson, 2007; Kristof -Brown, Zimmermam, & Johnson, 2005). The manager will do checking for reliability and validity of the interviewer. In PPNJ Poultry & Meat Sdn Bhd, the people who manage the recruitment and selection process is the Human Resource department or staffs.
Person-organization fit refers to ones characteristics and the degree of how well they will fit in with the company. It could either be portrayed through the person’s personality, their values, their goals, and just many other characteristics to match those of the organization (Bauer
Tom. (1971). The Role of Personality and Organizational Images in the Recruiting Process. Organizational Behavior and Human Performance 6, 653-669.
The selection process for hiring new workforce or employees is not an easy one. There are many questions that come afloat when thinking about whether to hire someone. Selection procedures are created to ensure that the right people are selected for the position and all requirements are met. As the years have progressed the different laws governing workforce selection have changed with different legislative acts in favor of both the employee and employer.
Erickson, R. (27 July 2005). How to hire the right employee for the job and your company.
Barclay, J.M. (1999). Employee selection: a question of structure. Personnel Review, 28(1/2), 134-151. Retrieved February 24, 2011, from ABI/INFORM Global. (Document ID: 116360242).
Managers should understand an employee’s skills and abilities to make an informed decision on whether or not to hire him. Once hired a manager uses skills and abilities as a deciding factor for an employee’s job placement within the corporation. Secondly, an evaluation of an employee’s personality helps the manager in his leadership approach of that employee. Thirdly, perceptions can be the deciding factor of whether or not a candidate is hired and or promoted. An individual perceived as fitting in may be hired to negotiate business deals. Particularly, if the individual shows a favorable attitude through actions and deeds and has strong values and behaves
An important factor in hiring a new employee is their fit. The recognition of their similarities and differences with those of the organization will help to avoid high turnover and increase effectiveness through a stronger organizational culture. The idea candidate that would fill a position such as Andy’s would require conscientiousness, an extent of extraversion and emotional stability. Throughout the film, Andy