The questions aim at testing the skills of the workers and their level of critical thinking at work and away from work. The organizations choose the candidates who perform extra ordinarily in all the interviews that they undergo; because this indicates that they interviewees are smart in all activities that they undertake.Some of the above companies such as Google and General Electric outsource the recruitment process to external recruitment agencies. This means that external recruiters perform advertising, interviewing, and hiring on behalf of these organizations (Zweigenhaft, & Domhoff, 2011).The three strategies above enable companies that use them to get the finest employees in the job market (Luefschuetz, 2010). For example, recruitment of students from colleges and universities enable the organizations to choose candidates who get first class grades in schools. The undertaking of multiple interviews on prospective workers also enables the companies to hire workers who are knowledgeable in all aspects of life.These practices also help the organizations to save on future cost of hiring workers (Tyson, 2012). This is because the companies hire the best employees with the finest skills and qualifications that are available in the market.The outsourcing of recruitment activities to external recruitment agencies enables companies to save time. This helps these firms to concentrate on product development, advertising, marketing, and customer care. These activities help in increasing direct sales and profits in the companies (Tyson, 2012).The major disadvantage of the above recruitment strategies is that they are expensive (Luefschuetz, 2010). For example, companies have to pay high cost of outsourcing to external recruitment agencies. Multiple interviews, on the other hand, mean the organizations have to acquire tools such as tests, interviewers, and locations from where to conduct interviews.Fortune 500 companies such as Apple, Wal-Mart, and Starbucks offer workers with on the job training. This involves teaching employees how to undertake their jobs in the most efficient manner every day when they are at work. The organizations do this by giving workers assignments, rotating them on different roles so that they may learn to undertake all functions at the workplace, and promoting them to higher job ranks (Mondy, R., & Mondy, B. These companies also
Bonner, P. A. (2010). Benefits and compensation glossary. Brookfield: International Foundation of Employee Benefit Plans.
Lawler, E. E., Boudreau, J. W., & University of Southern California. (2012). Effective human resource management: A global analysis. Stanford: Stanford Business Books, an imprint of Stanford University Press.
Lee, G. (2011). Labor relations. New York: Avalon Books
Luefschuetz, G. S. (2010). Selling professional services to the Fortune 500. New York: McGraw-Hill.
Lussier, R. N., & Hendon, J. R. (2013). Human resource management: Functions, applications, skill development. Thousand Oaks: SAGE Publications.
Mondy, R. W., & Mondy, B. J. (2014). Human resource management. Boston: Pearson.
Tyson, S. (2012). Essentials of Human Resource Management. Hoboken: Taylor and Francis.
Zweigenhaft, R. L., & Domhoff, G. W. (2011). The new CEOs: Women, African American, Latino and Asian American leaders of Fortune 500 companies. Lanham: Rowman & Littlefield Publishers.
Please type your essay title, choose your document type, enter your email and we send you essay samples