You are at the end of your recruitment process, and the field of potential hires is bleak. You have narrowed it down to only one potential candidate. Her qualifications closely match the educational and experience requirements in the job description. However, you felt that her answers to some of the behavioural questions, which at times were borderline inappropriate, indicated a lack of fit with your organizational culture and potentially with the hiring manager's style. When conducting her references, you specifically asked questions to the referees to try to address your concerns and, while they were very careful with what they said, you got the feeling they were indicating the same types of behaviours that were troubling for you. The next closest candidate, who seemed liked a good fit with the organizational culture, is a distant second place and would need a lot of training and mentoring. You are getting a lot of pressure from the hiring manager to wrap this up, as the position has been vacant for a while. While he initially shared your concerns, he is now downplaying the candidates' responses, but you suspect that it is because he needs someone immediately.
Please make a recommendation to your manager as to which direction to take:
Write a report recommending a specific solution including at least two pros and two cons of each viable option and drawing on appropriate readings covered in this course to support your argument. Write your report in 500 words (+/- 10%).
Solution:
Introduction:
The reason for the report is to detail the consequences of the enlistment procedure for the activity xyz, choices accessible and conceivable suggestions for the activity job.
Findings:
I have finished the whole procedure of screening the applicants as far as meeting and reference check. I have distinguished two potential contender for the activity job.
One applicant intently fits with the expected set of responsibilities anyway I saw that she had some social issues. Indeed, even in the reference check, the references' answers were not straight advance in their answers anyway they suggested that she has conduct issues. The other hopeful that I have chosen is second spot competitor who requires satisfactory preparing and backing to accelerate with the procedure.
The pros and cons of the viable options are detailed below for your reference:
Recommendation:
As a major aspect of the HR group and dependent on my experience and information, I firmly suggest that second spot representative be contracted and sufficient preparing and tutoring be given to the potential contender to pick up the ranges of abilities required for the activity job. It is superior to picking the competitor with conduct issues since she may be a major danger for the organization as far as affecting different workers also hence destructing the concordance of the organization and the groups. Moreover, the reference check made for her has affirmed the way that she had such conduct issues.
Conclusion:
Hence, thinking about the hierarchical culture and to defend the representatives and the association overall, it is unequivocally prescribed to contract the second spot competitor and give them sufficient preparing to play out the activity not surprisingly.
You are at the end of your recruitment process, and the field of potential hires is...
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