To summarize the case study, the Stars Hollow Hat Company promoted a customer service representative (CSR) to a supervisor role. Her first assignment was to expand her team and prepare for the increasing demands within the CSR department. During her recruiting, interviewing, and hiring processes, there were a number of ineffective practices regarding appropriateness, assessment, adverse impact, and failing to abide by federal laws. While reflecting on the processes and procedures used by the new supervisor, this essay will suggest recommendations to improve the design and implementation of the staffing processes.
The initial phase of staffing an organization is the recruiting phase. The goal is to obtain applicants that possess the skills and talents required for the job. A good job description provides the applicants with the information needed to assess their fit for the position. Within the case study, the job advertisement in the local publications did not give specified interview time, job description, address, skills, or other useful information. The supervisor posted the job listing excluding the job requirements. …show more content…
An organization should treat the job applicant as customers (Gomez-Mejia, Balkin, & Cardy, 2014). One could treat the recruitment processes as pre-sales of a product or service. When a company is preparing the sales materials, the details about the product and service are provided to the potential customers. The same should be the case for a job posting. The job description is the first interaction and process for qualifying candidates for the position (Vessenes, 2001). Thus, the job description is the sales material for the
The initial phase of staffing an organization is the recruiting phase. The goal is to obtain applicants that possess the skills and talents required for the job. A good job description provides the applicants with the information needed to assess their fit for the position. Within the case study, the job advertisement in the local publications did not give specified interview time, job description, address, skills, or other useful information. The supervisor posted the job listing excluding the job requirements. …show more content…
An organization should treat the job applicant as customers (Gomez-Mejia, Balkin, & Cardy, 2014). One could treat the recruitment processes as pre-sales of a product or service. When a company is preparing the sales materials, the details about the product and service are provided to the potential customers. The same should be the case for a job posting. The job description is the first interaction and process for qualifying candidates for the position (Vessenes, 2001). Thus, the job description is the sales material for the