Source of Dissatisfaction Among Job Seekers
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Source of Dissatisfaction Among Job Seekers
A Reliable Method of Recruiting New Employees for Your Company
I had the pleasure of meeting Megan at a recent networking event. Megan works for a firm that assists large corporations such as Shell, Nike, and Proctor and Gamble with new product development.
These large corporations, according to Megan, recognize that they can make incremental changes on their own. However, in order to develop new products, ideas, and approaches that will result in large-scale change in what they do, they occasionally bring in outside experts like her.
So, why are so many businesses afraid of bringing in people from other industries and sectors to work for them directly, when the best ideas often come from crossing disciplinary boundaries and looking at other fields?
A common source of dissatisfaction among job seekers is that they are “pigeon-holed” by what they have done or for whom they have previously worked, as well as employers’ aversion to hiring people with no prior experience in their field. What prevents a candidate who has worked in new product development in the food industry from applying these skills effectively in biotechnology?
Now, I recognize that recruitment is difficult, and most managers want their new hires to have a proven track record in the relevant field so that they can get up to speed quickly. Looking for transferable skills, potential, enthusiasm, and attitude is a more creative approach.
I’m curious if the chances of a successful recruitment, however you define it, are any different when you take a risk (is it really?). You’ll probably get more of the same!) you hire someone with experience in a different industry. The following are the most important points:
- to ensure that the interviewee demonstrates the skills and characteristics you’re looking for through their own experience
- When grading their responses, keep an open mind, and
- elicit information to see if the responses address your concerns about their ability to apply their skills and experience in your situation.
Apart from their attitude, which I consider to be THE most important differentiator, they may bring with them experience, skills, ideas, and creativity to help your company achieve the quantum leap it seeks. It’s like looking for gold when it comes to coming up with new ideas. You’ll find empty veins if you look in the same old places. However, if you go off the beaten path, you’ll have a better chance of coming up with new ideas. I’m curious why this is widely acknowledged in terms of product development but not so much in terms of hiring people. Perhaps it simply acknowledges that we all have a proclivity to recruit people who are similar to us.
To paraphrase Robert Wieder, “In a boutique, anyone can look for fashion, and in a museum, anyone can look for history. In a hardware store, the creative explorer searches for history and fashion in an airport “..
Hilary Jeanes is an HR consultant, coach, and facilitator. She works with people and groups to help them enhance their individual and team performance and reach their full potential. She is enthusiastic about learning and the importance of coaching, and she feels that a strong HR department can provide significant value to a company.
Source of Dissatisfaction Among Job Seekers
RUBRIC
Excellent Quality
95-100%
Introduction 45-41 points
The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.
Literature Support
91-84 points
The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.
Methodology
58-53 points
Content is well-organized with headings for each slide and bulleted lists to group related material as needed. Use of font, color, graphics, effects, etc. to enhance readability and presentation content is excellent. Length requirements of 10 slides/pages or less is met.
Average Score
50-85%
40-38 points
More depth/detail for the background and significance is needed, or the research detail is not clear. No search history information is provided.
83-76 points
Review of relevant theoretical literature is evident, but there is little integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are included. Summary of information presented is included. Conclusion may not contain a biblical integration.
52-49 points
Content is somewhat organized, but no structure is apparent. The use of font, color, graphics, effects, etc. is occasionally detracting to the presentation content. Length requirements may not be met.
Poor Quality
0-45%
37-1 points
The background and/or significance are missing. No search history information is provided.
75-1 points
Review of relevant theoretical literature is evident, but there is no integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are not included in the summary of information presented. Conclusion does not contain a biblical integration.
48-1 points
There is no clear or logical organizational structure. No logical sequence is apparent. The use of font, color, graphics, effects etc. is often detracting to the presentation content. Length requirements may not be met
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