Discussion—Hiring for Success Management Decision Models At this point in the co
ID: 422296 • Letter: D
Question
Discussion—Hiring for Success
Management Decision Models
At this point in the course you should be well armed with the tools and knowledge necessary to make better-informed and rational choices. Apply that knowledge as you tackle one of the most important, and yet heavily subjective, of management responsibilities—the hiring process.
Assume you have been tasked with redesigning your organization’s hiring processes. Respond to the following:
Select two of the six pitfalls listed below:
Influenced by initial impressions
Justifying past decisions
Seeing what you want to see
Perpetuating the status quo
Framing the hiring decision
Overconfidence
Examine how you might change the process to avoid your selected pitfalls.
By the due date assigned, post your response to the appropriate Discussion Area. Through the end of the module, review and comment on at least two peers’ responses.
Write your initial response in 300–500 words.
Explanation / Answer
Pitfalls and suggested solutions-
Seeing what you want to see:-
This is a very common and most critical mistake made by Hiring management team and recruiters and Line managers, as they want to see that experience and competencies, as per their perception of a job/ candidate, rather than trying to see what he/ she brings on the table. Every candidate’s profile/ experience/ competencies technical/ non technical/ personal qualities/ thought process/ way of working is different from others. Hiring team should try to see how they can match those competencies and qualities to the job role they are hiring for, rather than checking an exact overlap. No 100% overlap is ever possible, because every company sells different products/ way of selling is different/ process operations/ budgets/ targets/ profit margins/ revenue generated etc. are different from each other, no matter even if it’s a competitor. Hence, hiring team must look into how the candidate can add value via his/ her education/ kind of roles he/ she has served in previous companies and how it can be leveraged to the current role from 3-5 years of perspective.
Justifying past decisions:-
Hiring team needs to correctly check, understand and interpret the past decisions made by the candidate whether it is about leaving a job (was it due to justified reason of bad management in previous company/ last company was not doing well enough/ any sort of organizational problems/ lack of self development/ any personal reasons or if it is a casual job change). Or it can be why the candidate was not able to sell a product (was it due to supply- demand issue/ was the company’s product not good enough/ whether he/ she sold many products but did not get the appropriate rewards and appreciation from the line manager/ work ethics issues). Then only justifying past decisions can be considered well enough rationalistic. This point is often not considered by hiring managers, due to their low lack of correct perception or lack of competencies regarding their own job and personal thinking level.