Recruitment and Hiring

Recruitment and Hiring

Question 1: Cappelli’s (2019) Article Summary

Cappelli’s (2019) article provides a comprehensive approach that firms can leverage to fortify their recruitment and hiring process and realize their production goals. Attracting and hiring top-quality employees is an indispensable role of human resources in every organization. Companies are competing to gain top talents that will reinforce their competitive advantage and productivity at large. In the current business landscape, companies are hiring at a relatively high rate. Besides, they are spending enormous funds to facilitate the process. However, despite the high rate of costly recruitment and hiring process, most of the corporations are not certain that their hiring process is effective (Cappelli, 2019). Most firms fail in recruitment and hiring process due to their concentration of external candidates as well as failure to assess the effectiveness of the result of their strategies. Moreover, companies today rely use of hi-tech tools, including data science, which are defective in hiring process. With a setting like this Capelli (2019) advices companies to fill open position from within. This can be achieved through promotions and succession planning in an organization. Besides internal hiring, human resources should measure the appropriateness and effectiveness of current technological hiring tools.

Poor employee retention fuels most hiring. Cappelli (2019) recommends the following strategies to mitigate poor retention. Companies should monitor and track the position openings filled from within. Most firms would realize that very few positions are filled internally through either promotion or succession planning. Cappeli (2019) recommends that firms should advertise job positions internally. This will enhance their capability to fill openings through promotions. Notably, internal hiring is cost-effective and productive. This is because employees hired are already congruent with the corporate culture. It also eradicates the onboarding costs associated with external hiring.

Cappelli (2019) also recommends the following hiring practices to strengthen organization workforce needs. Firms should design job positions with realistic requirement and expectations. Their recruitment should not only focus of experienced candidates but also passive candidates. Furthermore, Cappelli (2019) advices organizations to constantly assess their hiring strategies and establish the most lucrative hiring channel. Additionally, the process of hiring should integrate candidate assessment to determine their skills and personality. Finally, firms should be wary of a wide spectrum of hiring and recruitment technologies.

Question 2: Hiring and Data Science

Cappelli (2019) establishes that most technological tools for hiring are not congruent with actual recruitment and hiring platform. As a result, dependence of technological tools, including data science, does not provide the desired hiring outcome. This can be explained using the following aspects, first, data science tools in human resource management have not evolved to align with the current hiring practices. Capelli (2019) notes that the tools are still in their infancy phase. This shows that not congruent with hiring needs of today organizations. Second, reliance of data science tools on the past of outcomes of the candidate makes it ineffective in recruitment and hiring practices. Finally, data scientist lack effective understanding of human resource management practices (Koivunen, Olsson, Olshannikova, & Lindberg, 2019). Therefore, some variables integrated in data science applications might hamper the hiring process.

Question 3: Challenges Experienced by Employers in Hiring Process

Employers concentrate on hiring externally than from within the firm. External recruitment is costly since it requires onboarding, training, and orienting new employees to corporate culture. As such, Cappelli (2019) recommends human resources to focus their energy in hiring from within using both succession planning and promotions. Another reason why employers find hiring process difficult is because they are very choosy in selection and recruitment of applicants (Cappelli, 2019). Additionally, leveraging technological tools to recruit and hire employees make hiring process difficult for employers. Most of the technological and data science tools do not align with the hiring needs of today companies.

The following are suggestions of how to make a recruitment process to hire the best employees. First, companies need to focus on succession planning and promotion in order to facilitate hiring from within (Cappelli, 2019). Second, organizations should also review their hiring strategy frequently to identify an effective channel of selecting and hiring top talents. Third, requirements in job design and specification should be realistic (Wardlaw, 2019). Finally, they should conduct rigorous interviews to ensure candidate’s skills align with the needs of the company.

References

Cappelli, P. (2019). Your Approach to Hiring Is All Wrong Outsourcing and algorithm won’t get you the people you need. HARVARD BUSINESS REVIEW, 97(3), 47-57.

Koivunen, S., Olsson, T., Olshannikova, E., & Lindberg, A. (2019). Understanding Decision-Making in Recruitment: Opportunities and Challenges for Information Technology. Proceedings of the ACM on Human-Computer Interaction, 3(GROUP), 1-22.

Wardlaw, M. K. (2019). Effective Human Resources Recruiting and Hiring Practices for Improving Organizational Performance.