Hiring Essay

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Hiring Essay Alexis Mandelka BUS 5720 Dr. Barrett June 22 nd , 2023

A tight labor market is happening as we know it, which results in a few things - COVID- 19 and the changing demographics of the United States. COVID-19 may no longer be considered a pandemic, but the disease likely reduced the availability of the US workforce by as much as 2.6 percent in 2022 ( COVID-19 Workforce Impacts in the US | McKinsey , n.d.). 315 million to 1.05 billion workers days were lost to COVID-19 last year, equivalent to 1.3 million to 4.3 million workers dropping out of the workforce for the full year ( COVID-19 Workforce Impacts in the US | McKinsey , n.d.). That is about double the average number of sick days taken by US workers in the decade before the pandemic ( COVID-19 Workforce Impacts in the US | McKinsey , n.d.). This explanation could help explain the persistent US worker shortage ( COVID-19 Workforce Impacts in the US | McKinsey , n.d.). COVID -19 affected workforce productivity as well, missed work due to acute illness and productivity loss due to long COVID, isolation based on protocol and loss while caring for a dependent family member during that time. The changing demographics of the United States is having a profound effect on the labor supply in the nation, the population is again, with baby boomers reaching their retirement age and those ages 65 and over are expected to outnumber those ages 18 and under by 2034 ( Labor Supply: Inside the Tight Labor Market , n.d.). As older individuals increase, the fraction of people who are willing and/or able to work is likely to decrease. Since we are living in a tight job market time, that means recruiting an employee is super important from the start. Finding and recruiting the right talent is critical to a firm’s performance, great recruiting can also increase a company’s value, an excellent recruiting function can increase a firm’s total market value (Phillips, 2021). We live in a time now that technology makes it easier than ever to announce a job posting to a broad audience, really connect with a candidate and drive excitement about a role and the company to them (Indeed, 2019). I think the

best way to recruit is just being 100% transparent with the candidates, give all the information that they would like to know about a position, so no time is wasted. Social media isn’t just used for connecting with friends and family anymore, it can start a conversation about job positing within your workplace. Even if it reaches people who aren’t interested, it’s likely they may know someone who is a good fit (Indeed, 2019). Implementing an employee referral program within the workplace can be a positive motivation as well, people usually make a habit of surrounding themselves with oth highly capable professionals, so offering this program employees within the company already may share open roles with qualified contacts in their networks (Indeed, 2019). Once applicants have been recruited and formally applied for a job, the selection process gathers and evaluates the information that will be used to determine who will be hired (Phillips, 2021). The applicants must fit the job and organization, workgroup and job t be most successful (Phillips, 2021). When one fits the job, it leads to higher job performance and satisfaction as well as higher organizational commitment and intent to stay with the company (Phillips, 2021). Selecting a employee should be managed ethically, including how assessment results will be used and how applicant’s privacy will be protected (Phillips, 2021). Assessment administration needs to be done properly trained and appropriately qualified people, and confidentially should be protected at all times, even rejected candidates should also be destroyed after an appropriate time (Phillips, 2021). Legally, hiring process must compare all applicants using the same fair, consistent and objective information predictive of job success. Applicant reactions also have significant implications for the optimal design and implementation of selection test (Phillips, 2021). Their reactions influence their performance on selection tests, and their ultimate job

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performance. Applicants are potential future hires, sources of futures referrals, and potential or current customers, it is important to treat them ethically and respectfully (Phillips, 2021). Once it comes down to hiring, we should give a deadline expectation and lay out a map of the hiring process. This will give the candidate a timeline and what to expect the next few weeks if hired. This is the time where you sit and discuss what are the pros and cons of each candidate and if they are best for the company. Screening applicants again to figure out who brings what to the table and if you can afford to pay them a decent pay that they are thinking of and as well what the company believes is a good start. Selecting a great candidate can be by comparing their resume with another employee at the company that they believe brings their all to the table. You don’t compare them as a person but as employees. See if they both offer the same or more. Once they review the resume, the interview and compared who they believe may be most qualified for the position, an offer should be made. At this time, benefits, culture and office perks can be mention and discuss the next step from the company. I personally believe HR work is done better internally, I think this because when you are working within company you know what the company wants and what they stand for. Having someone that hires internally gives them the knowledge of what the company is about, how process flows there and if they have to answer questions, they should have an answer compared to a outsource employee who may have to get in contact with someone from the company. I prefer to deal with the company first hand than a third party.

References: COVID-19 workforce impacts in the US | McKinsey . (n.d.). Www.mckinsey.com. https://www.mckinsey.com/industries/healthcare/our-insights/one-billion-days-lost-how- covid-19-is-hurting-the-us-workforce How To Coach Hiring Managers Through the 5 Steps of the Hiring Process . (n.d.). Hirevue.com. https://www.hirevue.com/blog/hiring/how-to-coach-hiring-managers-5-steps-hiring- process Indeed. (2019). 10 recruiting strategies for hiring great employees . Indeed.com. https://www.indeed.com/hire/c/info/10-recruiting-strategies-for-hiring-great-employees Labor Supply: Inside the Tight Labor Market . (n.d.). Kenaninstitute.unc.edu. Retrieved July 22, 2023, from https://kenaninstitute.unc.edu/kenan-insight/labor-supply-inside-the-tight- labor-market/#:~:text=Demographics Phillips, J. (2021). HUMAN RESOURCE MANAGEMENT, an Applied Approach 3e Loose-Leaf . SAGE Publications, Inc.

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