The Right Fit

Presented to
Professor Perry Barton

MGMT

Team Project

By
Diana Arias

February 17, 2015

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An organization is created with an idea. The idea has to be powerful enough for it to
embark the business journey, which can lead to success or failure. Many individuals begin with
an idea but fell to execute and therefore the trip soon ends. Many of those who begin into the
journey realize that it is not only the idea that is required but also a good team needs to be in
place so that the idea can be accomplished and flourish within guidelines to the master plan.
Entrepreneurs become anxious and want to execute their business plan so quickly that they tend
to leave behind the human resource aspect of the organization. They feel that an employee is
hired to occupy a certain slot and to do certain task but they forget but it is much more than just
what it says on paper. An employee brings so much to the table if the right employee is selected.
Explained before when a business has a position available they at times tend to overpass the
selection part of the process. They know that there business must be able to run normally and
that an employee is required immediately, therefore, the position is filled without going above
and beyond in the discovery part. A single person can create such a difference and it is very
important to keep an open mind when it comes down to the screening and interviews. Selecting
an employee has not been a fit all process since each company is looking for something different.
The company I currently work has maximized their human resource crew and has created two
different groups when it comes to selecting the right employee.
The company has a human resource group that is in charge of processing the application
and gathering all the information that is required as well as creating a job offer. The second part
is the talent acquisition crew. There are the ones that perform the screening and are in charge in
finding the right fit, the person that is perfectly designed to fit in the mold, and the person that
will not only occupy a slot but that will make the game plan flow smoothly. I can say that I am
fortunate enough to be employed by such a great company because from the process I went
through I can say that the talent acquisition team get to know the real you and what you can offer
to the table. The tables have been turned now and I am now utilizing both crews when it comes
to hiring an employee in my property and not only does it make the process go much smoother
but it forties and creates a sense of reliability that the right person was chosen for an interview.
Each organization has a different process when it deals to selecting employees. A corporation is
based on focusing in the future and the only way to succeed is by selecting the right employees.
The screening process has numerous methods and over the years there has been an
increase in the tools and techniques used in the selection. The selection begins with a resume
since it is the first method of contact between both parties. A resume is where the employee
begins to show off the skills that will make them stand up from the pool of other candidates. The
human resource personal will begin to look over the resume to determine if the qualifications are
the perfect fit not only for the position but overall for the organization. A resume will include not
only personal details but it will provide their work history and their qualifications. The resume
works as a way of making the cut for example if the job requires certain skills than the human
resource personnel will see if the candidate potentially has that qualification right from their
resume. A resume is their golden ticket for entry and at times people tend to avoid adding as
much details. A resume will be the most important document you will ever write (Hutchinson).
When creating a resume it must be simple to read, strategically written with concise description
of educational experience, credentials, skills, goals and professional background experience
(Akpan). The employer will get the first chance to choose if to invest the time and money to

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initiate an interview. A resume is a method of advertising and time must be invested in creating a
resume to open the portal.
There have been additional requirements and techniques to try to save time before
jumping to the interview. Times have changed and now there is a phone screening that is done
before scheduling an interview with a candidate. Human resource initiate the first contact in
which they get to learn more see if what is written in paper is the same match throughout the
phone screening process. A phone call is a way to discover if the candidate is professional, salary
expectations, motivation, and experience. The phone call is not only a good method of
communication and for discovery but it also gives both parties the opportunity to build rapport
before an interview. A phone screening must de done perfectly for it to be successful and actually
accomplished the goal, which is to discover the qualities of the candidate. The process is not as
time consuming as an actual interview it takes about 15 to 20 minutes. There are certain
guidelines that must be taken into place before initiation contact. The human resource personnel
must be able to understand the competencies of the job to formulate the questions that will be
asked during the telephone conversation. The human resource personnel along with the hiring
manager should provide the questions since both parties are the main ones that will be making a
hiring decision. The company I am currently employed with has gathered information from
current employees from different positions in order to get an idea of what a typical day will be
for each one at work. The answers are than taking also in perspective when creating the questions
that will be asked through the phone screening. The phone interview quickly develops in a oneway communication in regards what is stated in the resume along with the questions that might
relate to the position or the type of personnel the organization is interested in. The screening will
also show if the candidate has good communication skills, at times it is bit harder for some
individuals to explain and elaborate without body movements. The first method of contact I had
with my employer was through a phone screening. The questions that were asked were in regards
to the employment history that was placed in the resume along with other questions and
scenarios that were related to the positions they were looking to fill in. I feel that to an extent a
phone screening might also turn out to be not the best method for some candidates for example if
the candidate is foreign and might need to have the face to face scenario in order to fully
understand the question. The screening benefits more the human resource personnel because it is
less time consuming than a physical interview and due to that money is also saved. If the phone
screening does not result in a good fit they will have notes down and depending if the applicants
personality fits another position or if the candidate is not a good fit at all with what the
organization needs than it will just be turned down instead of keeping the resume for future
positions.
Phone screening might be also used to determine the general mental ability of the
applicant before investing time on each candidate. The GMA( General mental ability)
encompasses a number of cognitive abilities including verbal, mathematical, and spatial abilities
that reflect and intelligence constructs (Gottfredson, 2004; Ree, Earles, & Techout, 1994, p.518).
The general mental ability is focused on more than just knowing what experience and technical
qualities the candidate has to offer but it takes it a step further into finding out how their
personality works. The testing is done either by paper or using a computer and it can be a lengthy
test. The questions are similar from one another in other words the questions asked are the same
ones but just a different words usage. You must pay attention to each questions and answer
honestly since the questions are so similar the person that is administering the test can notice if
you have been dishonest with the answer. For example one of the questions might be if you are a

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sociable person and enjoy working with people? And the next question might ask if you rather
work alone in a close scenario? If you look at each question you will at first glance think they are
asking different things but in reality is the same question and if you answer true in one and false
in the other one they might see that it contradicts both of your answers. The test might also
include a set of math questions and vocabulary questions to see if you are quick to think on your
toes. I was promoted recently and I had to take a cognitive test, which is the Hickey Test. Dr.
Hickey which is also a psychologist administered the test in a closed in office. The test was a
three-part exam that contains personality questions, math questions, and a conversation with Dr.
Hickey. The questions were similar to the ones shown above and it was a lengthy process
digesting each question and answering to what best described me while also thinking what they
would like to hear. The mistake occurred there the test is to understand how your personality
matches the organization, how based on your personality would you boss communicate with you,
and if the position is a good fit based on the answers. If the individual is applying for a position
in which there is always an interaction with a customer and you must be sociable than it will be
hard to be a good fit if the candidate answers that he must be able to work on a close scenario by
himself. The third portion of the test was a set of questions in regards to my personal life. He
asked me about my family and who is the person I admired and etc. The testing showed to
provide a good aspect of who I was overall and it gave an insight of who I am to now my boss
and a provide him with good tips on how to manage me based off my personality testing.
The testing must identify the skills associated with the position and the type of link between the
behavior of the candidate and job performance. The questions must have a main idea always in
this case the main focus will be the skills that the job must required when it comes to personality,
so if the job is customer service, the questions must relate to your personality when it comes
down to dealing with angry customers, how to communicate, etc. The testing will be utilized as
another method of selection and to choose the right person to join the team.
Interviews are administered through the human personnel or the hiring manager once the
screenings are completed and a good result is accomplished. There are different types of
interviews available since everyday businesses are growing and constantly changing so must
their process. There is a group interview, phone interview, a video interview, and one and one
interview. A group interview was typical used frequently in the past since it would save money
and it would also save time. Another personnel of the organization administered it and questions
were asked to all candidates in front of one another. The questions only involved the job position
and scenarios would also be provided to find out how each candidate would react to an issue in
hand. A telephone interview also is administered as a method of interview that is a bit different
than a screening because there will be more details provided about the job and the types of salary
as well as an outlook on the typical day at work. The candidates that have been screened will
usually receive a phone call in regards a telephone interview with a hiring manages. A video
interview is used recently due to the change in economy. Companies expand and nowadays
candidates are able to apply from all part of the world. The video interview is done through a
secured software system in which both parties are able to have discuss the job and also see if
what has been sent and proven by the screening is a good match for the position and the
organization. There is no feedback provided by the person who is administering the interview
since their option must be kept open. Body gestures in interviews are easy to read and the
candidate might notice when a question that was asked was incorrect or maybe it did not validate
the answer they were expecting which can cause fear and ruin the rest of the interview. Group
interviews can be one of the hardest to see what kind of feedback is administered and also if the

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candidate is actually being honest with their answers or if they are not answering correctly so
that others might not benefit. The person administering the interview must also not show
favoritism so they must be trained to have a poker face in order to avoid any issues.
Interviews that are done by one person along with the candidate only are the most
successful for both parties. The closed in scenario helps both the candidate and the prospective
employee to focus on one another. The hiring manager will get to understand the candidate and
form his or her own perspective based on the rapport formed. The candidate also gets a chance to
ask for feedback and ask questions in regards to the position and the organization. Interviews
must be done appropriately with the right questions and also be cautious when it comes to asking
personal questions since it can formed a lawsuit depending if the candidate feels offended. There
are several mistakes that can occur from both parties when conducting an interview that can
cause terrible results. The purpose of the interview is for the candidate to stand out while the
hiring manager must also provide information in regards the qualities of the organization and the
position. I have encounter candidates that have also been taking their time to find the right
organization that fit exactly their needs. A position must be filled out a hiring manager might see
that way but the candidate might see it as a career. They will research the company and find out
exactly if the company is what will provide the sense of stability along with a career. Preparation
is vital to the employer and the candidate and it must be done prior to conducting an interview.
Due to the difference with jobs and organizations and goal and visions each interview is different
and unfortunately there is not a template that can be easily memorized. The candidate like stated
before must research the company and have a good sense of understanding of what the goal and
vision of the business, the information is also provided from the prior screening that took place
since they will always discuss the pros and cons of joining the company and why they are
different than other organizations, it is up to the candidate to jot down the information provided
in order to stand out more. Research comes a long way in interviews and is a good way of
standing out from the crowd because it shows that you took the initiative to learn who they are
and also what they stand for, in the interviews I have encountered I can always say that it is
surprising when the candidate knows more about the company. The interview process will also
be an open floor to questions and a mistake that most future employees do is to ask no questions.
The hiring manager can provide an answer to all of the questions and it also helps the
candidate to understand more about what is being put on the table. The questions that must be
asked must pertain to the job and to the organization typically. The candidate should also practice
interview questions in which they fall into three categories: personal background and education,
experience and accomplishments, and overall discussion that fit in the new position and
management style (Gustafson). Be prepared to answer a lot of scenario questions for example
what if this and than happen and how would you react to it and why. Those questions are always
asked and should come to first nature to the candidate. Remain confident with your answers that
will make the selection must easier for the hiring manager.
The techniques used for selecting employees go beyond just the interview process and the
screening process. The right fit must be a good team player and must display other skills other
than the ones required in paper. The hiring manager must be able to pick up on those qualities
prior to making a decision, the candidate will be joining a company but also a family and they
must be able to participate and work towards the same goal as everyone else. The business is
made up of team players for example take a soccer team. The team is made up of a unique player
that brings quality and knowledge to the overall soccer team; they are necessary and important
for the goal of the team and in order to accomplish the mission. They must be able to shine with

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their team right along side instead of trying to shine by themselves. An organization must find
people that are willing to work together and that have a common set mind and goal in order for it
to succeed. The selection of the employee starts with picking the right qualities from both the
interview and screening. The hiring manager must cross check reference also in order to select
the right person. References are also a good way of understanding the past history of the
employee. Questions are similar simple and cannot go in to much detail and they must ask the
candidate first if it is ok for them to contact their previous jobs. There are times when the
employee left their job in bad terms and the reference might not be the most reliable to based a
decision. Reference are a good method of finding out how the employee complete their day to
day task and also their work habits.
If the hiring manager has more than one candidate to select from there is a way of asking
the candidate to come back for a second interview with a different person in order to get their
perspective before making a decision. The second interview might be taken into a different
scenario for example they can create a group selection method or a realistic job preview. The
group selection method consist in having the candidate work together and see how they interact
with one another and what qualities they show when it comes to working with other individuals
since a business is like team everyone works together for a common goal. A realistic job preview
is when the candidate is taken and placed in a scenario that will be similar to what they will
experience in the day-to-day routine. According to how they complete their job and the
accomplishment they make is another way in seeing if the candidate is worth being selected for
the position. Both methods provide the hiring manager another way of reassuring if the right
decision will be made.
The second interview can take place in the same scenario as the first one but it will be
with someone higher than the hiring manager. For example when it comes to interviews the
hiring manager is the first to interview and if a decision is made between two or three candidates
than the second interview will be the one that will finalize the selection. Selecting the right
employee is hard to acquire by only doing one step and it takes times to understand the qualities
of each candidate and to pin point if they will make a good fit and that is why is good to get the
perspective of another individual.
Selections might also be taken from within the company and could be simple promotion.
Promotions are one of the most common ways of selecting employees when positions become
available. Promotions are good for both parties it increase the morale in the company and it is
also an easier step than having to go through the screening and hiring process. The company
already understands and completely knows the capabilities of that certain candidate and those are
not unseen which makes the process better.
Selecting an employee is not as easy as it sounds. There are many ways of overpassing
some details when a screening is done and that is why is important to use as many techniques
that are available to the employer. An employee is not there to fulfill a position an employee is
part of team and the main goal is to accomplish a mission. An organization is made up of many
key players and each player is there to shine with their knowledge and their unique qualities. The
goal should not be desirable for the organization but for each team player and that is why
screening is very important. Qualities, knowledge, and personality are the main components that
are visible through thorough screening.

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