Travis Bradberry begins “8 Bad Mistakes That Make Good Employees Leave” stating, “It’s tough to hold on to good employees, but it shouldn’t be” (Bradberry) Bradberry discusses mistakes that make a good employee leave a company. His belief is that if companies make a lot of stupid rules, treat everyone equally, and tolerate poor performance those employees who frequently exceed expectations will leave as interest in their jobs will dissipate slowly. Great employees will have many options; therefore, making sure a company retains top talent should be one of its primary goals. Some question how this top talent is recruited and what potential hiring managers see in prospective employees that differentiates them from just a typical employee. It
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Determining how managers select their employees and what compensation packages they offer prospective employees is necessary in order for one to prepare for a prospective managerial position. The first step in the process of hiring the correct employees for one’s company is having a job description that accurately depicts the position one is hiring for. In “Expert Details the Importance of Job Descriptions,” David Wudkya commented, ‘‘There are a number of other ways that we use [job descriptions]. And this is why this is a key process in a human resources department and especially in a compensation section of that department.” An accurate job description is not only critical to a prospective employee, but necessary for a company to attract the right employees. The Americans with Disabilities Act use a job description as one of the factors in determining if an individual with a disability will have the ability to perform a job’s specific duties. (Mitchell) Managers of companies are faced with the task of creating job descriptions that are accurate and displaying job duties that prospective employees feel their past experiences comply with. According to The Big Book of HR, a job description is a foundation for the performance review process and a tool that …show more content…
Marcus Buckingham and Curt Coffman wrote in First, Break All the Rules, “Selecting for talent is the manager's first and most important responsibility. If he fails to find people with the talent he needs, then everything else he does to help them grow will be washed as sunshine on barren ground" (Buckingham). A manager should attempt to recruit a mix of different types of employees. A diverse group of employers leads to a diverse mindset which is essential regardless of market the business is in. A manger also decides if he or she is recruiting part-time, full-time, or temporary staffers. It is generally assumed mangers are looking for full-time hires; therefore, if a position is part-time or temporary, it is important to state this in the job description and during the recruiting process. This will ensure recruits understand the time period necessary for the specific job. In “The True Cost of A Bad Hire -- It's More Than You Think” Falon Fatemi estimates the price of hiring a “bad apple.” Fatemi states,” Zappos CEO Tony Hsieh once estimated bad hires had cost the company "well over $100 million” (Fatemi). A bad hire can encourage other employers to lower their performance and chose the same bad habits. Fatemi explains and analyzes how a bad apple spoils the bunch and how disengagement is contagious. A strategic recruitment process will decrease the chance of a manger
Determining how managers select their employees and what compensation packages they offer prospective employees is necessary in order for one to prepare for a prospective managerial position. The first step in the process of hiring the correct employees for one’s company is having a job description that accurately depicts the position one is hiring for. In “Expert Details the Importance of Job Descriptions,” David Wudkya commented, ‘‘There are a number of other ways that we use [job descriptions]. And this is why this is a key process in a human resources department and especially in a compensation section of that department.” An accurate job description is not only critical to a prospective employee, but necessary for a company to attract the right employees. The Americans with Disabilities Act use a job description as one of the factors in determining if an individual with a disability will have the ability to perform a job’s specific duties. (Mitchell) Managers of companies are faced with the task of creating job descriptions that are accurate and displaying job duties that prospective employees feel their past experiences comply with. According to The Big Book of HR, a job description is a foundation for the performance review process and a tool that …show more content…
Marcus Buckingham and Curt Coffman wrote in First, Break All the Rules, “Selecting for talent is the manager's first and most important responsibility. If he fails to find people with the talent he needs, then everything else he does to help them grow will be washed as sunshine on barren ground" (Buckingham). A manager should attempt to recruit a mix of different types of employees. A diverse group of employers leads to a diverse mindset which is essential regardless of market the business is in. A manger also decides if he or she is recruiting part-time, full-time, or temporary staffers. It is generally assumed mangers are looking for full-time hires; therefore, if a position is part-time or temporary, it is important to state this in the job description and during the recruiting process. This will ensure recruits understand the time period necessary for the specific job. In “The True Cost of A Bad Hire -- It's More Than You Think” Falon Fatemi estimates the price of hiring a “bad apple.” Fatemi states,” Zappos CEO Tony Hsieh once estimated bad hires had cost the company "well over $100 million” (Fatemi). A bad hire can encourage other employers to lower their performance and chose the same bad habits. Fatemi explains and analyzes how a bad apple spoils the bunch and how disengagement is contagious. A strategic recruitment process will decrease the chance of a manger