human resource management in multi-international organization
After reading of this article, what surprised you most, and why? Based on your understanding of recruiting practices of Korean firms (please, do some research), what seems to be the most serious problem(s) in recruiting?
1. Introduction
Recently, I am applying dozens of Korean firms to find my job. I wrote dozens of application forms for apply. When I gather some information to choose the firm where I want to go, I feel stressful because of complicated recruiting process of each firm such as CV assessment, fit-test, interviews and etc. Each firm has all different recruiting processes so it is difficult for applicants to prepare to apply.
The reason why Korean firms should have complex recruiting system is that Korea economy is under bad situation. There are many news articles which say that the number of recruiting of each firm has fallen to historic lows. Korean firms should have complicated recruiting processes to choose a few of people among thousands of applicants. In other word, Korean firms face bad time to recruit more number of competent employees. For the reason, the guide given by the article might be useful for them.
2. The most surprised what I learned from the article
While I am reading this article, the most surprised what I learned is that there is nothing to be surprised. In general, tips from this article are too common and obvious things to be impressed. For example, anticipating the need and specifying the job is so general things to prepare recruiting new employees who have a strong competence.
However, the impressive facts which I learn are that there are few firms which follow this rule. Especially, I surprised that most of executives cannot answer easily about predictions for the size and composition of their core employees (called to top-x groups) even though they want to work with very competent employees. They don’t have any suitable system to grasp the anticipation and specifying what they need in HR. That’s why many company
1. Introduction
Recently, I am applying dozens of Korean firms to find my job. I wrote dozens of application forms for apply. When I gather some information to choose the firm where I want to go, I feel stressful because of complicated recruiting process of each firm such as CV assessment, fit-test, interviews and etc. Each firm has all different recruiting processes so it is difficult for applicants to prepare to apply.
The reason why Korean firms should have complex recruiting system is that Korea economy is under bad situation. There are many news articles which say that the number of recruiting of each firm has fallen to historic lows. Korean firms should have complicated recruiting processes to choose a few of people among thousands of applicants. In other word, Korean firms face bad time to recruit more number of competent employees. For the reason, the guide given by the article might be useful for them.
2. The most surprised what I learned from the article
While I am reading this article, the most surprised what I learned is that there is nothing to be surprised. In general, tips from this article are too common and obvious things to be impressed. For example, anticipating the need and specifying the job is so general things to prepare recruiting new employees who have a strong competence.
However, the impressive facts which I learn are that there are few firms which follow this rule. Especially, I surprised that most of executives cannot answer easily about predictions for the size and composition of their core employees (called to top-x groups) even though they want to work with very competent employees. They don’t have any suitable system to grasp the anticipation and specifying what they need in HR. That’s why many company