Tools to Be Used for Supermarket Hiring Procedures, Essay Example

Hiring the right person to fit a specific position is a process of picking the right individual having the right credentials in consideration with the job that is open for filling up. Considerably, it could be analyzed then that this process should involve approaches that are sure to put in particular attention to how one is noted to be able to complete the tasks that are expected of him (Delery, et al, 1996). To make sure that an applicant is the right person being searched for, there are numerous human resources hiring tools that can be used to modify and understand whether or not one could best complete the job that is included within the responsibility noted for the open position. Discussed herein are some of the most common tools noted to be effective in pointing out who among different applicants are right for the position:

First Hand Background Check Process

The first hand background check process is actually the most basic tool that human resource department could use to make sure that they get what and who they wanted for the job. The brief background check is somewhat an assurance that the applicants are of good character and reputation especially in consideration with the past employees that the individuals worked for. This gives the current HR an idea of what should be expected of the employees especially regarding their work attitude that could and would affect the process by which they complete their responsibilities for the organizations (Delery, et al, 1996).

Assessment of References and Experiences

When it comes to know what they can and what they cannot do, it is important to know what they have already done. The record of their employment in the past specifically puts them in a specific position that could help them be identified along with the qualifications required from them by their new employers (Golding, 2010). Through this tool, the hiring personnel could immediately make a decision on who would be fitting their attitude requirement in line with the skills and expertise they are looking for to fill the open position.

On The Job Training

Most organizations require for their applicants to actually undergo training that would best define the capability of their new employees to handle the tasks at hand. This tool would allow the hiring committee to see whether or not the applicants would be able to step up to the challenge that is presented to them by the organization and the position that they are hoping to fill in (Delery, 1996). This would also provide the applicants an actual feel of the work that they are supposed to complete daily and would allow them to note whether or not they would still like to pursue with the application.

These three tools are among the most basic procedures of hiring personnel who would fill up positions in highly tedious work areas such as the supermarket. Likely, the need to undergo on the job training is the best screening process that could be adapted in comparison with the others. Somehow, what the applicants can do and how they respond to the task at hand could only be defined with their capabilities to actually handle the job in an actual manner. Being trained on the actual floor where they would be working is assumed to be the best process of creating a more conceivable way of incurring growth and adjustment for the applicants. After the on-the-job training, it is important to handle particular interview process that would assure the learning of the applicant.

The Questions In The Interview Could Include:

1. How did you find the on the job training? Do you think you have completed your tasks well?
2. If you are to be hired as a team member of this company, do you think you have what it takes to respond to the tasks that were given to you during the training? How could you assure us that you would do your job efficiently?
3. What specific aspects of personal development do you think you should consider to be able to fit in our requirements and make your application stand against the others?

Asking these questions would allow the hiring personnel a chance to see what the employee has learned after the job-training process and how he or she plans to further improve the capabilities he/she has so as to meet the company standards. It shall also measure the willingness of the applicant to adjust herself and her process of completing her job in relative connection to the standard that is being hoped by the organization to be reached by each member of their organization. What this process provides is an in depth definition of what is desired by the employers and how the applicants could met up such requirements after actually feeling how the job itself feels like to complete. Only with the actual process of being in the field of operation can the applicant and the employers know whether or not a person can actually complete the responsibility at hand.

References

Golding, N. (2010) “Strategic Human Resource Management” in Beardwell, J. and Claydon, T. (2010) Human Resource Management A Contemporary Approach, FT Prentice Hall.

Delery, J. and Doty, H. (1996).‘Modes of theorizing in SHRM’. Academy of Management Journal, 39(4), 802–835.