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Will Goss MGMT 4020 Research Paper 10/18/2015 Gentle Giant Hiring Process Hiring and retaining employees is one of the biggest issues employers have to deal with in the workplace. It is incredibly hard to find intelligent, hardworking, motivated individuals for the entire spectrum of job opportunities and it becomes increasingly difficult to make sure the right employees are chosen. As described in High Impact Hiring, by Joseph Rosse and Robert Levin, employers tend to hire based on luck, chance or gut feeling. This type of hiring can lead to high turnover rates, costing the company money. Rosse and Levin make the argument that the hiring process does not need to be a “crap shoot,” as referred to in the book. Hiring based on potentially irrelevant criteria, or just hiring based on who shows up and applies can lead to ritual hiring as well as warm body hiring; both of which are not proven to have the same level of success as high impact hiring. High impact hiring has three crucial components that employers must consider when deciding how to evaluate and hire applicants. The first component is “performance orientation.” Performance orientation refers to the fact that a company exists to perform work towards a purpose, and that every organizational decision made by the company should be based on furthering that purpose. This philosophy is especially relevant to hiring because an organization needs to realize its overarching company objectives in order to specifically tailor its hiring process to align with those goals. Performance orientation should be carried out in a systematic manner to ensure that each applicant is evaluated based on the same criteria, and that that criteria is specific to what the company is looking for. The next element is systematic information gathering. This is a crucial next step because once company objectives are recognized, employers need to create a framework for hiring processes by gathering the right information about applicants. The information gathering must be systematic and based on high-quality information. Gathering the right kind of information about applicants can have a dramatic impact on overall organizational effectiveness if an effort is made to systematically analyze the goals of the company, understand the performance requirements for each position, determine what qualities or capabilities are critical to the
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  • Spring '08
  • ROSSE,JG
  • Gentle Giant, high impact hiring

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