Human Resource Management Q5/P.213
Question 5/p.213 HRM textbook.
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Interviewing unqualified applicants can be a frustrating experience and a waste of time for managers, peers, or whoever is responsible for interviewing. How can the HR department minimize or eliminate this problem. Interviewing unqualified applicants can easily be frustrating to whomever unfortunate enough to be in that position. However, interviewing is and will still be a key process in hiring new employees. Thus it falls to the HR department to eliminate or at least minimize the problem. Below will be two methods, which can be of help. The first method is simply to have a stricter filtering process. Basically, before applicants are referred to interviewer, they should be test thoroughly to make sure that they are acceptable. Adding more level in the filtering process can also do this. Instead of just basic qualifications, applicants should be tested on skills and knowledge directly relevant to the position they are applying to. More sophisticated, effective (and expensive) tests are needed. This, of course, necessitates the introduction of an evaluation board of sort to test the applicants. In this case, the company simply has to commit to the task if they want to avoid unqualified interviewees. The second method is to try to plan the company’s hiring beforehand. Instead of advertising vacant positions to the whole supply of labor, the company can choose to hire from more “elite” sources. For example, the company can choose applicants exclusively from internal employees or referrals from current employees. In the former case the company already knows the applicants’ abilities; and in the latter case since current employees know first-hand what is needed in applicants their referrals will be at least better than average. Certainly there are some minor problems that needed to be solved but similar to the first method, the company just needs to weight the pros and cons
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Interviewing unqualified applicants can be a frustrating experience and a waste of time for managers, peers, or whoever is responsible for interviewing. How can the HR department minimize or eliminate this problem. Interviewing unqualified applicants can easily be frustrating to whomever unfortunate enough to be in that position. However, interviewing is and will still be a key process in hiring new employees. Thus it falls to the HR department to eliminate or at least minimize the problem. Below will be two methods, which can be of help. The first method is simply to have a stricter filtering process. Basically, before applicants are referred to interviewer, they should be test thoroughly to make sure that they are acceptable. Adding more level in the filtering process can also do this. Instead of just basic qualifications, applicants should be tested on skills and knowledge directly relevant to the position they are applying to. More sophisticated, effective (and expensive) tests are needed. This, of course, necessitates the introduction of an evaluation board of sort to test the applicants. In this case, the company simply has to commit to the task if they want to avoid unqualified interviewees. The second method is to try to plan the company’s hiring beforehand. Instead of advertising vacant positions to the whole supply of labor, the company can choose to hire from more “elite” sources. For example, the company can choose applicants exclusively from internal employees or referrals from current employees. In the former case the company already knows the applicants’ abilities; and in the latter case since current employees know first-hand what is needed in applicants their referrals will be at least better than average. Certainly there are some minor problems that needed to be solved but similar to the first method, the company just needs to weight the pros and cons