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Forum 1 - Reese

This document discusses the importance of understanding a job applicant's perspective of an organization's hiring process. It states that the hiring process involves both the organization and applicant, so the organization cannot control all aspects and should seek to understand the applicant's perceptions. These perceptions are based on interactions with representatives, written materials, informal sources, and visual impressions. Understanding why top candidates accept offers elsewhere can provide insight into problems with benefits, pay, image, or other factors. Examining applicant perceptions is important for quality management and improving human resources practices from the customer perspective.

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89 views4 pages

Forum 1 - Reese

This document discusses the importance of understanding a job applicant's perspective of an organization's hiring process. It states that the hiring process involves both the organization and applicant, so the organization cannot control all aspects and should seek to understand the applicant's perceptions. These perceptions are based on interactions with representatives, written materials, informal sources, and visual impressions. Understanding why top candidates accept offers elsewhere can provide insight into problems with benefits, pay, image, or other factors. Examining applicant perceptions is important for quality management and improving human resources practices from the customer perspective.

Uploaded by

chilltime
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOC, PDF, TXT or read online on Scribd
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Running head: JOB APPLICANTS POINT OF VIEW

Job Applicants Point of View Willie Reese BUSI 643-D01 Workforce Planning and Employment Dr. Daniel Gilbert 24 March 2011

Job Applicants Point of View Organizations clearly would like to be successful in their staffing activities. That is, they would like to hire people whose knowledge, skills, ability, and other characteristics (KSAOs) and motivations match job requirements and rewards (Maurer, & Lippstreu, 2008). In order for organizations to be successful in their staffing activities, they must first acknowledge that staffing involves two parties. Staffing begins with a joint interaction between the organization and the job applicant (Heneman, & Judge, 2008). Because of this, organizations cannot foresee or control all aspects of the staffing process. Thus, it becomes significant for organizations to understand how job applicants perceive an organizations staffing process and the impact of these views on their behaviors and final decision-making. It is also important to identify that the perceptions of those people within an organization who are responsible for staffing may be very dissimilar from the views of people who actually apply for job openings with that company. This emphasizes the significance of determining how job applicants view an organizations staffing process. The applicants assessments and

evaluation are based on information gathered from organizational representatives; written information; informal sources; and visual inspection (Heneman, & Judge, 2008). If top-notch job candidates who decided to accept offers from other firms consistently reject an organization, it would then be important for the organization to understand why it was not successful in hiring its best job applicants. This could be due to a range of factors such as benefits offered, low pay, a negative corporate image, and so on. The only way to establish the root cause of the problem is to understand how job applicants perceive an organizations staffing process. As a final point, customer focus is one of the basic elements of total quality management (TQM). Meaning organizations need to recognize that they have several internal and external

customers who are impacted in a variety of ways by the organizations processes such as customer service (Perdomo-Ortiz, Gonzalez-Benito, & Galende, 2009). As numerous companies have embraced a TQM philosophy, functional areas, including human resources, have attempted to improve what they do by better understanding the needs of their internal and external customers. This philosophy would clearly include staffing activities. Christian Worldview We should look at ourselves through a lens of truth. We should understand how others see us. We should comprehend the value of constructive criticism. Moreover, when we perceive ourselves more highly then we ought to, we deceive ourselves. For the Apostle Paul wrote: For by the grace given me I say to every one of you: Do not think of yourself more highly than you ought, but rather think of yourself with sober judgment, in accordance with the faith God has distributed to each of you (Romans 12:3, NIV).

References Heneman, H.G. III & Judge, T.A. (2008). Staffing organizations (6th ed.) Middleton, WI: Mendota Hose, McGraw/Irwin. Maurer, T.J., & Lippstreu, M. (2008). Expert vs. general working sample differences in ksao improvability ratings and relationships with measures relevant to occupational and organizational psychology. Journal of Occupational & Organizational Psychology, 81(4), 813-829. doi:10.1348/096317907X266356 Perdomo-Ortiz, J., Gonzalez-Benito, J., & Galende, J. (2009). An analysis of the relationship between total quality management-based human resource management practices and innovation. International Journal of Human Resource Management, 20(5), 1191-1218. doi:10.1080/09585190902850372

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