There are several advantages of recruiting new employees through the job experience day. Te first advantage being that this approach helps new applicants understand the job requirements better through hands on experience of the job. I a traditional interview or test type format where the candidates can only imagine the type of job they are applying based solely on the job description provided (Preston, 2011), i the job experience type of recruitment the candidates can actually work on the job for a day and then decide whether the job suitable for the candidate.
Scondly the employer can judge the suitability of the candidates through evaluating them on the job and also understand the team building capabilities of the candidate. I traditional interview based selection processes the employers can only judge candidates on the basis of their views on team work and qualifications involved but through this approach they can see for themselves, wether the candidate is a team player or does not fit in the team. Tirdly the employer can take into consideration the viewpoints of the employees will be working with the candidate to understand their level of comfort with the new candidate.
Tis not only helps employers take proper decisions but also improves team dynamics with the decision making power staying with the team (Patterson, Frguson and Thomas, 2008). Te disadvantage of this type of elaborate recruitment process is twofold. Frstly, te selection process relies too much only on team building rather than on personal skills. Tis process also takes into consideration only references from present employees, tus there are chances that they will refer own friends.
Tis will lead to undeserving candidates getting the job and the organization might suffer (Breaugh and Starke, 2000). Scondly, tis process is very expensive and requires a lot of time of the regular employees being devoted towards training the candidates who end up working only for a day and not getting selected. Tus, tis adversely affects teh organisations profit margins and increases the overhead costs. Te first among them is person specification (Preston, 2011). Tis tool should be properly utilized to so that the applicants with the and relevant set of skills should apply and the employers have a clear idea in what to look...
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