Sunday, May 26, 2019

Recruiting and Selecting Employees Who Look Good and Sound Right Essay

Present day business industry is highly dependent on the general success of the people within government activitys who ar commonly referred to as the human option. Important to none is that the human resource perspective is defined at a lower place two categories within whatever devoted organization firstly there is the employees of an organization themselves and secondly the people in management who atomic number 18 responsible for promoting the congeal of the organization through ensuring that human aspects within an organization are satis factor outily taken care of (Fernandez-Araoz, Groysberg and Nohria 2009 ). With regards to the aforementioned details, the human resource department is unremarkably tasked with the indebtedness of bringing in late employees whose skills sets suit an organizations mandate and values in general through a rigorous enlisting and pickax process. During the recruitment and selection process of prospecting employees, companies usually set a government agency on a hunting missionary work for the crme de la crme who are ready(prenominal) in the cable search market. How an mortal who is in pursuit of a job opportunity dresses and carries themselves in an oppugn and further their conversational skills undischargedly determine whether or not an organization will hire them this is what is described as tone good and straiting upright in this paper.How an employee is dressed decimates into how they think and colligate with customers in an organization thereby offering quality usefulnesss and creating a conducive business environment in return. The underlying chapters of this paper will be keen on reflecting on the prospects and influences of dressing smart and sounding right with an inference on analysis and compilations from multiple academic literatures on the same issuing while at the same time illustrating the influences of feeling good and sounding right through the lens or organizational examples. Havi ng a human resource that thinks right and has an exquisite recruitment strategy in place is what defines organizations competitive edge in the current market it is every organizations dream that its employees appearance influences how the customers relate to the comp whatever on a broader perspective thus promoting their brand in the long run (Warhurst 2012).The prospect of tone good and sounding right within organizationsHuman resource practitioners will agree to the fact that a great deal of time goes into activities and processes related to to recruiting and selecting new staff for a exceptional position in an organization. M all at times the long durations tied to recruitment are connected to the paragon of companies to not only want to source for staff who are knowledgeable about what their companies deal in but also look the part of each given brand and are easily onward motionable by customers. Staff selection during a recruitment process of an organization is one of th e most alert decisions that the organizations take aim to undertake to ensure that their normal operations are running smoothly (Taylor 2008). Businesses defend to know what they are clearly looking for in an employee forrader signing them up, not only how red-hot the skills of an individual seeking employment look will determine the long-term success of an organization and recruitment of the square up person but also the most important aspect is how they look and how they carry themselves while conversing with customers in an actual business setting (Quast 2012).It is critical that organizations have systems and a recruitment process in place which is equal to(p) of accessing how the applicators of a particular proposition job opening portray these traits before their full time submergence by any organization. Take the case of Richer Sounds an electrical retail chain store with over 53 stores across the nation it has in place a three stage recruitment process for new staff s eeking any job opportunities within the company. The first stage of recruitment involves placement of ads at the stores windows and also through the company website where people who are interested are requested to e-mail a CV to the company. The former kind of advertisement principally targets people who pay attention to their brand and customers who are regular visitors to the shop thus are knowledgeable about the products (Fisher 2014). On the other hand, the latter advertisement is aimed to attend to a greater pool of applicants irrespective of their familiarity with Richer Sounds products. Considering the advertisement strategies imposed at this point, it is evident that a great pool of applicants will be voluntary to be signed the most integral part of this initial stage is demonstrated through a store managers initial interview who is keen on sorting the applicants to remain with those who look the part through analysis of their dress code and personality. Operations direct or John Clayton suggests that, Richer sounds hires on the terra firma of personality then later train for skills (Martin and Whiting 2010). These instance posters a scenario where people get accessed on the stand of how they look even before a company takes a look and considers an individuals qualifications.Second in line of the recruitment strategy is a paid trial day for an applicant which in some circumstances stretches beyond the one day period. Here, the applicant is accessed on whether or not they are consistent in their dressing and how they sound when conversing with customers. Upon completion of the trial stage, other members of a particular store are asked on their opinion of what they think about a new recruit and whether they represent the companys aspect of looking good and sounding right (Nickson and Dutton 2005). Last in queue of the recruitment process is stage three where an applicants qualifications are now accessed to see how suitable they are for the job after considering that the individuals personality is suitable for Richer Sounds. From the Richer Sounds case, it is evident that the way companies approach their recruitment processes over the years has greatly revolved and now companies are keen on how an individual looks and how their conversations sound before customers. Irrespective of the costs of recruitment, companies are willing to dig deep into their financial coffers so that they can get the right group of employees Williamson argues that, it is arguably more expensive hiring wrong people in an organization as opposed to the cost of having a stringent recruitment strategy in place that is time consuming (McMillan 2014). Richer Sounds is just one among the many companies that are currently inclined towards accessing applicants for job openings on the grounds of how they look and opulence they execute through their conversations with customers.On a broader perspective, how an individual looks has a great influence on the operati ons of people within different organizations important in the process of advocating for employees who look good is an employer who serves up to their word of promoting smart dressing for the workplace by leading as the actual ambassador of what their brand should be defined as. Looking good while pursuing a job opportunity has positive impacts and a higher probability one is going to achieve the job, people will ascribe good qualities on the prospect of your perceive appearance thus want to always associate their company with an individual who looks good. A Macquarie University research carried out in both the join Kingdom and United States suggests that looking good improves the chances of one scoring a job opportunity and also is responsible for boosting ones career once they are employ in different organizations (Arkin 2007). The research further suggested that employees who look good and sound right are usually rated highly by their employers and the probability of them losin g their jobs is usually minimal. In essence, looking good attracts a myriad of premium rewards for both the person and organization at large whereas those who are unattractive and have a measly personality in most situations lose out on several job opportunities (Boxall 2008).Moreover, having in place a clearly defined staff is the list component that ensures customers to a particular organization have a clearly defined experience that warrants their coming back for the same services once once more and consequently creates a solid positive internal culture of an organization. It is model that organizations have a culture that existing employees are well versed with so that when the recruitment process for new staff is commenced, it is one that runs smoothly. New recruits to any given organization should find in place, a culture where staff are usually well dressed and converse excellently with customers thereby prompting an easier transitioning process for new staff into the oper ations of an organization. Efficiently articulating a particular dress code for existing staff is key in determining and sourcing for new recruits who will promote the same culture and easily get acclimatized with the practices of any given organization which in return will yield positive results for the same company (Churchard 2010). Indeed, some positions within an organization do require employees with a particular set of skills usually defined as experience and qualifications for a specific job but setting out a hunt on this basis is the first step that organizations usually make during their recruitment process companies should attend to the recruitment process with a different perception where the individuals role is assessed for they are buying into the persons character and not their qualifications. Possessing both this attributes is a plus for any prospecting employee and is a sure combined package to stigma one a job (Faccini and C 2010).Arguably, the perception of looki ng good and sounding right in a respectable number of business circles usually refers to an individuals physical appearance, a definition that has triggered a trend of the working class turning to the gym as a means of staying fit. The service sector for instance has rampantly changed over the years where unlike the previous years where service providers never met their customers currently employees are always in never-ending contact with their customer a fact that influences the affect for staff to dress the part and portray their organization in positive light (Emott 2007). How affluent and economic an employees speech is determines the placement of any given company as a brand to all its customers which is greatly dependent on the employees. The enforcement and prescription for employees to make up both the aspects of looking and sounding good is referred to as aesthetic labour and this characteristics play an integral point of how new employees to any organization relate wit h customers. Companies have learnt that before their recruitment process, that for the success of any business to be achieved, recruitment of workers should be expressively based on labour aesthetics of any individual before they are taken in. Finding and incorporating the right people with this kind of characteristics is a daunting task for many organizations and the only means of recruiting an individual with the right skill set involves having in place a well structured selection system during the recruitment process (Hofstede 1997). However, the daunting recruitment process does not stop at this point, it is equivocally difficult to select out a specific candidate who suits the needed requirements for your organization.Fast forward to the case of come near collection of companies which has a human resource policy that the company abides by whenever any recruitment is being carried out in their group of companies across the world (Kaplan 1992). Their recruitment processes is re spectful of the varied legislation practices of different countries but above all the recruitment strategy is underpinned under the mantra of looking good and sounding right as a means of selecting new recruits into various positions of their wide range of companies across the globe. Underpinned in the promotion of its human resource policy, is the responsibility for employees of the organization to be capable of satisfying the needs of its customers (Hutchinson 2003). The human resource department is tasked with the requisite responsibility of proposing individuals that suit the aforementioned requirements. Furthermore, the near Group has in place a mentorship course of study that offers guidance to new recruits into the organization so that the companys mission statement can be achieved in the simplest ways possible after estimation of recruits on the basis of how they look and sound good before the customers (Letmathe 2008). This partnership and mentorship programme between ex isting staff and new incoming staff is an competent means that has been in use for a very long period of time for people recruitment and their management in general.The recruitment cases of both Nestle Group and Richer Sounds demonstrates that companies are currently turning to the looking good and sounding good trait in applicants as a means of selecting who is suitable for any given position within their organizations (Paton 2008 ). This trend has been fuelled by the fact that there exists a broader pool of unemployed individuals with right qualifications but they cannot secure for themselves any jobs looking good and sounding right is the ideal means used to disqualify this wide pool of applicants. Looking good and sounding right has become the ideal filtering tool for companies when they are sourcing and on a search for new employees through a well structured recruitment process. Irrespective of the fact that recruitment of new staff by the human resource department is a diffic ult task, clearly defining what the human resource management is looking for in a customer then crafting a description of the same as a recruitment step is usually instrumental in attracting the right cadre of individuals any given company is keen on hiring despite the fact that there are many people out there looking for jobs. Looking out for these two qualities in individuals is the first step towards narrowing down the wide numbers of applicants for any given job so that any companys job opening can remain with only potential clients that can meet the values of the company while at the same time promoting the mission statement of the same company. Categorical in the recruitment process and requirements for applicants is the prospect of an applicant having passion for whatever job they are trying to achieve, their commitment to any given company, their general problem-solving skills and lastly any relevant experience they have in the field being advertised (Ritzer 1985).Clearly ou tlining what as an organization you need in an applicant is instrumental in helping organizations know how attentive applicants are to detail as opposed to only looking at their recuperate which offers little or rather basic information about an individual. Before conceptualizing and kick-starting any particular recruitment and selection process, an organization must first correct its strategy to be relatively inclined to the values of the organization and is fully supportive of the organizations culture. Pre-employment testing like the case of Richer Sounds is an ideal way in determining whether or not a company is making a wise decision by investing into an individual with the set capabilities of looking good and sounding right so that an organization can fully accrue its set goals (Gilmore 2000). The people recruitment strategy is a determining factor on whether a company is going to succeed or fail and also influential on how employees develop during their stay in a particular organization thus there general motivation that in return bears fruit through excellent service delivery to customers. New recruits embodying the prospect of looking good and sounding right is highly dependent on how the company itself is culturally inclined towards the promotion these two traits.ReferencesArkin, Anderson. Street Smart . People counselling , 2007 28-29.Boxall, . Purcell. Strategy and Human Resource Management. London Houndsmills Palgrave McMillan , 2008.Churchard, Christopher. Power brokers. People Management , 2010 38-40.Emott, Drucker. CSR Laid Bare . Harper Business , 2007 14-32.Faccini, R., and Hackworth C. Changes in output, employment and wages during recesrecessions in the UK . Bank of England Quarterly Bulletin, 2010 43-50.Fernandez-Araoz, Claudio, Boris Groysberg, and Nitin Nohria. The Definitive Guide to Recruiting . Harvard Business Review , 2009 14-21.Fisher, Annie. How to spot the right cultural fit in a job interview. August 8, 2014. http//fortune. com/2014/08/08/job-interview-cultural-fit/ (accessed January 16, 2015).Gilmore, Stewart. 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