Questions for Discussion Essay Example | Topics and Well Written Essays - 1500 words

Questions for Discussion - Essay ExampleEssentially, some companies believe that if they tell applicants the virtual(prenominal) excogitate development, the applicants will not want the job. This approach of hiring employees without giving them a through understanding of what they argon getting themselves into can backfire (Jean & Stanley 2011, p.121). When employees be hired and later find out that the job information was unrealistic, most of them will eventually leave the job. The costs of filling these positions include the cost of employing new employees, rearing costs, advertising costs and labor hours lost, thus making this process expensive. Giving realistic information nigh a job will attract only the interested candidates, thus reducing the staff turnover rate and in the long run reducing the costs of filling vacant positions. Companies need to focus on both the skills and motivation of the job applicants an individual whitethorn have the job skills, but without motiv ation, he/she may not be interested with job (Packard, 2001). This approach will enable the recruiter to get the suitable applicants by observing and listening to their reactions and responses once the hiring team presents the realistic information about the job. An applicant may hitch the job as a source of experience and after sometimes he/she will be given into another career such an applicant may not be the best for the job. There are applicants who will respond positively about the job it will be wise to choose prospective employees from this group (Packard, 2001). Employers expect the applicants to give realistic information about their qualifications, skills, and work experience and use heterogeneous ways to get the information from the applicants. Employers also need to give realistic job information to the applicants honestness and trust will be the best policy (Jean & Stanley 2011, p.122). A well structured and transparent enlisting system may significantly reduce the rate of staff turnover, which are experienced within the runner three months of employment, the period where both the employee and the company are typically on a probationary period. For example, Walt Disney public in Lake Buena Vista, Florida, has 55,000 employees and hires an average of 200 people per day while hiring, the firm employs realistic job pre charms. Applicants view a film illustrating the working conditions at Disney, before completing an application or an interview. After believe the film, 10 percent of applicants eliminate themselves from the hiring process. Disney observes this as a good thing, as those self-selecting themselves out most probable would not have been an excellent fit with the organization. Honesty in the recruitment process may head to positive remarks about the company the applicants will regard the company positively thus enhancing the companys public image (Jean & Stanley 2011, p.124). 2 There are key disadvantages of this recruitment approa ch. First, provision of realistic job information may prompt candidates to eliminate themselves voluntarily from consideration for a certain job. For this reason, it is normally assumed that such information will decrease the number of prospective employees who eventually accept the job. However, stiff tilt for new workers may diminish the fortune that realistic job information will become an internal part of a companys recruiting efforts. Despite the confidence that this approach will reduce the probability of job acceptance, various analysis and reviews, of the literature of realistic job pre