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Hello and welcome to this tutorial on Acquiring the Employees. Now as always with these tutorials, please feel free to fast forward, pause, or rewind as many times as you need in order to get the most out of the time that you're going to spend here. So let me ask you a question right off the bat.
How is it that we know who to hire? And how do we go about hiring those folks to make sure we have the right person? Well what we're going to be looking at in this tutorial are the job analysis. We're also going to be looking at recruiting and hiring methods. The key terms for this lesson are going to be recruiting, internal recruiting, and external recruiting. So let's go ahead and get started with the job analysis.
Now, the job analysis is done for all jobs within an organization. And this is going to include the job description, the duties, the working conditions, and the responsibilities associated with a particular role or job, and also the job specification-- those skills, abilities, education, and experience that you're going to need in order to fill a particular role well.
Now, an organization should only hire employees that are meeting its needs. And having a job analysis really aids in this particular role-- making sure we're getting only those folks that we need. It wouldn't make a lot of sense to hire a dairy farmer who has no experience in high-tech or coding to work at Apple Computer making new apps for the app store.
Now, sometimes small businesses are going to fail to do this. They're not going to take time in order to analyze those specific needs. And unfortunately, a lot of times that leads to incorrectly hiring folks for a particular role. And they end up with someone who doesn't quite fit the job that they hoped that they would fill for an organization.
Now, recruiting is one of our key terms. And we notice that it's defined as to locate and select people who would suit the personnel needs of an organization. Now, internal recruiting is to locate and select people from within the organization who would better suit the needs of a different position within that organization.
So here we're hiring from within. We're looking for folks inside the company already who understand some of the quirks, perhaps, about the organization that you work at. Now, the pros of using this is you know who you're getting. It also helps to build morale within the organization, because there's a chance for you to move up and around within an organization in order to play a bigger role there.
Now, the cons are sometimes because you're hiring from within, and everybody is speaking the same language, sometimes you have a lack of fresh ideas within an organization. And this can be a problem, especially if you're looking at an innovative sector like IT. Now, external recruiting is to locate and select people who would suit the personnel needs of an organization from outside the organization.
So basically you're going outside-- you're going to the general public and your hiring someone who doesn't already have a position within your organization. Now the pros for this, this can really bring new perspectives to a company. One of the most famous examples lately was Alan Mulally. He is the retiring CEO of Ford Motor Company.
A lot of people didn't think he was going to be right for the job because he wasn't an auto guy. He came from Boeing. He was an engineer who made aircraft. Well it turns out, hiring him at the time they did was great for Ford because he literally turned the company around. And a lot of this was because of news perspectives that he brought to the business.
The cons for this is it's going to be higher cost. Your going to have to spend time looking outside the organization. There's going to be a longer onboarding process because you have to get people acclimatized to what they're doing in the culture of the company that you're bringing them into. And in some cases, there's going to be resentment among the employees inside the organization, wondering hey, well I'm qualified, how come I didn't get that job?
Now, the different hiring methods we're going to look at are 1, application forms. And understand, human resources has a wide variety of methods to review and select people in order to hire to fill the different positions. Now, application forms have some pros and cons.
1, they're easily organized and they're easily searchable. The cons, however, are that not everybody's honest. The employee or the person filling out the application may be dishonest, and doesn't necessarily show the character, or personal skills of that particular person you're trying to hire. All you have is a piece of paper with a list of qualifications.
Another hiring method we want to look at is testing. Now, testing can be great for evaluating skills. And in some cases, like the MBTI test, to test personality to make sure that their personality is going to fit within your organization. Now the cons for this is a lot of people have test anxiety.
Did you ever have test anxiety? I know I did when I was at school. But test anxiety can affect the results of the test. And therefore, they can render those tests inaccurate.
Next, we have interviews. Now, interviews are great for getting to know a person. Those attitudes or the motivation that the person has that would bring into a job within your organization. The cons are they can be really time consuming. If you have a lot of different people to get through, you have to take that amount of time for the interview process for each person along the way.
Also discrimination may become more likely as you have these face-to-face meetings with two different people. And historically, they can be a very, very poor predictor of success, especially if the person doing the interviewing doesn't have the proper interviewing skills to do it successfully. The last hiring method we're going to look at is references.
Now, references can provide a verified background information. That's one of the pros for it. I know who I'm hiring. This person told me all about this particular person.
The con sometimes is that sometimes people tend to give glowing references and they only talk about the positive, because they don't want to talk about the bad things that person may have as far as character traits. So you get this positive glowing recommendation that doesn't always fit who that person really is. So it can affect that hiring decision, and you may end up with the wrong person down the line.
So what did we talk about today? Well, we talked about the job analysis and how important it is to understand the job that you're trying to fill. Next, we looked at recruiting. And lastly, we looked at those different hiring methods that we have, and some pros and cons of each one of those hiring methods that we may use from time-to-time as human resource managers. As always, I want to thank you for spending some time with me today. And you folks have a great day.
To locate and select people who would suit the personnel needs of an organization.
To locate and select people from within the organization who would better suit the needs of a different position within the organization.
To locate and select people who would suit the personnel needs of an organization from outside the organization.