Talent Criteria Selection, Essay Example

Coca-Cola is the world most recognizable brand in offering soft drinks operating in over 200 countries around the globe. The company’s scope of operations in the soft drink industry and its global recognition creates the need for creation of a criteria to hire or recruit top talent at the company.

Question 1: What are five criteria you might use if you were recruiting the best talent for the talent pool of the organization you have chosen?

If I was the Human Resources manager at the Coca Cola Company, I would employ the following five step criteria for the selection process of recruiting talent:

• Academic Background
• Work Experience
• Soft skills such as communication and time management
• Computer Skills and Proficiency
• Personal and community initiative

Question 2: Why did you select those criteria?

This criteria was selected because it covers all the areas that are relevant to the Coca Cola Company on hiring their preferred top talent that is in line with the company goals and objectives. A strong academic background ensures good knowledge foundation. Work experience ensures a good technical and practical experience on the job, soft skills ensure that a client can handle everyday work pressures and still produce quality work. Computer skills and proficiency ensure a firm knowledge with modern technology employed in the workplace. Personal ad community initiatives ensure a socially responsible employee.

Question 3: Does this process differ when looking for leadership vs. non-leadership positions?

This process differs when looking for leadership vs. non-leadership positions. The process above is mainly for leadership positions.

Question 4: Is it better to recruit leadership internally or externally?

Leadership is better recruited internally. This is because the individual would have a better understanding of the processes in the organization, have a better understanding of the employees and what it takes to bring out the best in all of them. As such, the organization would save on the costs of hiring, training and bringing up to speed the externally recruited leader. Furthermore, it would take more time for the externally recruited leader to learn the organization and its employees.

References

Conger, J. A. (2010). Developing Leadership Talent: Delivering on the Promise of Structured Programs. In R. Slizer, & B. E. Dowell, Strategy- driven talent management: A leadership imperative. Hoboken: John Wiley & Sons, Inc.

Hamid, H. (2010, December 27). Tapping into women’s talent. New Straits Times.

Tuckman, B. W., & Jensen, M. C. (1977). Stages of small-group development revisited. Group and Organization Studies (pre-1986), 2(4), 419-427.

Yost, P. R., & Plunkett, M. M. (2010). Developing Leadership Talent through Experiences. In R. Slizer, & B. E. Dowell, Strategy-driven talent management: A leadership imperative. Hoboken: John Wiley & Sons, Inc.