¶ … Hiring Processes for Employment
One of the most critical determining factors of whether an employee will succeed in a position or not takes place before the employee even becomes part of the organization in the form of the hiring process. Employers may use a wide variety of potential methods to notify candidates about potential jobs. The most straightforward method is that of advertisements on websites, both general and trade-based.[footnoteRef:1] While this has the advantage of casting a wide net for potential applicants, it also is relatively diffuse and relatively random in terms of the candidates it solicits. Internal postings ensure that candidates have a good idea of the job and the company but this technique obviously limits the scope of the job search and can shut the organization off from developing potentially valuable new talent. Still, internally-based approaches are preferred by many organizations. "It makes sense: it takes a certain kind of person to thrive at" the organization, "and those people tend to spend time (personally and professionally) with people like themselves."[footnoteRef:2] In-house hires have already demonstrated they can succeed in the environment. [1: "How employers hire," iSeek Jobs, http://www.iseek.org/jobs/employershire.html (December 31, 2015)] [2: Peter Carbonara, "Hire for attitude, train for skill," Fast Company, August 31, 1996, http://www.fastcompany.com/26996/hire-attitude-train-skill (December 32, 2015)]
Job agencies and headhunters can be useful. They enable some prescreening of the potential candidate by the agency, ensuring the suitability of the candidate and a validation of his or her references. They can also save the company...
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