Automated Hiring Process in Human Resource Management

Automated Hiring Process

In the enterprise world there have typically been course of redesign groups and automated implementation teams.  Each with a common goal of bettering efficiency and streamlining to enhance outcomes and lower value.  Sometimes improved efficiency and decrease cost do not equal improved results.

There are multiple purposes obtainable that can scan and skim resumes for organizations.  There are automated techniques that may run background checks and credit reviews on candidates.  For some occupations there are knowledge bases out there for knowledge retrieval related to performance on potential applicants.

All of those individually or collectively can assist many organizational human resource departments.

There is also the perceived thought course of that by removing human flawed interpretation of data – one would obtain unbiased interpretation of information.  When there are no human palms screening a resume then there may be little chance very important information a couple of potential associate will be missed.  By automating the process then there shall be less time delay in retrieving solutions.

Theoretically this automated course of would lower the time and cost of choosing and hiring of new associates.  In flip this is able to additionally improve the standard of the associates being hired by any organization.  The cost financial savings can be instantly recognized and these financial savings would be seen on the underside line of the monetary reviews.

Since all applicants had been screened and selected by way of an automated process – the standard of those associates should be greater than those chosen with human intervention.  There was no likelihood of any favoritism enjoying a component within the hiring process.

  Due to automation the applicant was completely screened – matched to an open place in the organization – made a job provide – accepted and was employed  without any attainable human error.  There was one step missed in the automation – a important step in constructing an effective group within any group.  The one step missed was the human perception step.

Without the human involvement within the hiring course of – be default – that process is flawed.  Numbers and information will never inform the whole story.  Data retrieved off of some data base will not reveal how nicely the applicant works underneath stress.  Data retrieved from the pages of a resume will never reveal the power for the applicant to combine as part of a team.  A credit report won’t reveal how keen the applicant would be to working floating shift work or unplanned overtime.

The interview course of is the one part of the hiring course of that may be the most difficult to eliminate.  Any automated system used for sole determination of hiring associates for any group will fall short.  No matter the talent level or job description of the candidates.  A custodian affiliate will nonetheless must be screened for possible work ethic points.  The hiring determination is made not solely on expertise – but on ethical causes.  How nicely did the affiliate carry out the tasks?  How properly did the affiliate work throughout the team?  How flexible was the associate with regard to work hour adjustments and overtime?  Some of those questions may be answered by way of reference checks – but most will need to be answered by way of an interview process.  This interview process might be conducted by a skilled human resources associate who can ask the best questions to realize accurate answers from the applicant.

There are many circumstances where the numbers will not inform the whole story.   It is only by way of a structured interview can the most effective candidate be identified.  There are disadvantages to the human based mostly hiring course of additionally.  The process takes man hours for screening and reference checks.  The course of is open for favoritism to come into play when selecting the best candidate.

The best course of is possible a hybrid of the 2.  Utilization of an automatic process to establish the top 5 – 10% of candidates.  Then use the human assets interplay and interview course of to make the final choice.  Mark Lange, with Brass Ring Solutions – an automated applicant screening firm states, “we don’t outline high quality, however we do proved instruments for the corporate to use…” (Lange).

Do not depend upon an automatic system solely – it is simply a tool to be used by organizations to increase a hiring process.  Automation gives us the best of both worlds – it doesn’t substitute a world.

Bibliography

Lange, M. (2001). Brass Ring Systems Automated Hiring Systems: How to Impress a Robot. Retrieved February 16, 2009, from  http://www.itworld.com/ITW0302blacharski

Hiring a Plant Manager at Dynamo Industries Case Analysis

As the plant is facing two major issues in terms of higher production cost and poor worker relations, the candidate should possess good interpersonal skills as well as knowledge on production processes and management techniques. It would definitely be an advantage if the candidate is promoted within the ranks as this sends good signal within the organization about opportunities for personal growth for the employees. My rank ordering of my top four choices for the Pittsburg job is George Martin, Kathy Joyce, Frank Hall and Jay Davis. George Martin is currently the plant manager for Dynamo. George well with handling stress and interpersonal skills but he did poorly on the ability to resolve conflict. Kathy Joyce is currently a plant manager for Dynamo. She has the experience in the job and the company. She scored well on all areas and in most they build her capability to meet the job description. She also scores well in approaching stress and ability to succeed as a manager. Her overall interview ratings are good and her performance and her scores are not the highest.

My third choice is Frank Hall. His scores on work samples were among the highest and he scored in the normal range for intelligence and high on handwriting. Frank’s interviewer skills were high. His personality profile concerns me because ability to manage stress is mandatory in management positions and he fall in the low area. Otherwise he is in the medium range for all other personality testing. He also has experience in the field and as a plant manager. My fourth choice would be Jay Davis who is an assistant plant manager and has experience in management through this position in both St. Paul and Atlanta. He scores well in most of the personality profiles but a major issue was interacting with others and it might be a problem for working with other work related conflicts. He scored highest in intelligence, which leads me to believe he can meet the standards of the job descriptions. He was the lowest in work sample scoring, but highest in promotability which is keeping him from being in the top position for the job. My changes would include dropping the handwriting.

Another suggestion is to explain what the purpose of the intelligence test is or stop using it. There should also be better explanation of the criteria of the interviews. The personality profile is excellent and putting more emphasis on this would be a good idea. Also, it would be better to have an idea why each of the people applied for the position and why they feel they can do the job. In Conclusion, Looking at the various rating and the interview scores, two candidates stand out on overall selection to be selected as Plant Manager George Martin and Kathy Joyce. However, I would prefer Kathy Joyce because other than the selection evaluation scores, she is an employee of the company already.