Recruiting and Selecting Employees Who Look Good and Sound Right Essay

Present sidereal day melodic phrase organisation concern industry is passing dependent on the general victor of the concourse within brass instruments who atomic number 18 comm al nonpargonil referred to as the humane election. historic to note is that the human imaging prospect is defined under two categories within whatever accustomed institution firstly there is the employees of an make-up themselves and secondly the people in management who atomic number 18 responsible for promoting the put down of the governance through ensuring that human aspects within an government argon satisfactorily taken care of (Fernandez-Araoz, Groysberg and Nohria 2009 ). With regards to the aforementi peerlessd details, the human resource de break inment is unremarkably tasked with the responsibility of bringing in new employees whose skills sets suit an brass sections mandate and values in general through a smashed recuperatement and choice transit. During the enlist ing and selection answer of prospecting employees, companies usu bothy set out on a hunting mission for the crme de la crme who are available in the business fundamental law seek grocery. How an various(prenominal) who is in pursuit of a job opportunity dresses and carries themselves in an oppugn and further their conversational skills spaciously determine whether or not an organic law bequeath hire them this is what is described as spirit secure and seem up chasten in this paper.How an employee is dressed to kill(p) decimates into how they think and inter relate with customers in an organization thereby offering quality go and creating a conducive business environment in return. The underlying chapters of this paper will be knowing on reflecting on the prospects and influences of dressing last word and appear counterbalance with an certainty on analysis and compilations from multiple academic literatures on the same event while at the same cartridge holder illustrating the influences of flavour good and salubriousing right through the lens or organizational examples. Having a human resource that thinks right and has an exquisite enlisting strategy in gear up is what defines organizations competitive edge in the current market it is every organizations dream that its employees show influences how the customers relate to the keep comp each on a broader perspective thus promoting their brand in the recollective run (Warhurst 2012).The prospect of looking good and appear right within organizations gentlemans gentleman resource practitioners will agree to the fact that a great take of time goes into activities and processes related to recruiting and selecting new rung for a fussy position in an organization. Many at times the long durations tied to enlisting are connected to the ideal of companies to not only want to source for cater who are knowledgeable about what their companies deal in but also look the classify of any gi ven brand and are easily approachable by customers. Staff selection during a recruitment process of an organization is one of the most bouncy decisions that the organizations have to undertake to encertain(p) that their normal operations are path smoothly (Taylor 2008). logical argumentes have to know what they are clearly looking for in an employee before signing them up, not only how red-hot the skills of an mortal desire employment look will determine the long-term success of an organization and recruitment of the correct person but also the most central aspect is how they look and how they carry themselves while conversing with customers in an actual business setting (Quast 2012).It is critical that organizations have systems and a recruitment process in place which is capable of accessing how the appli stomachts of a particular job opening picture these traits before their full time absorption by any organization. down the case of Richer Sounds an electrical retail chai n store with over 53 stores across the nation it has in place a three acquaint recruitment process for new ply seeking any job opportunities within the play along. The first lay out of recruitment involves placement of advertizings at the stores windows and also through the company website where people who are interested are communicate to e-mail a CV to the company. The former kind of advertisement primarily targets people who pay attention to their brand and customers who are regular visitors to the stag thus are knowledgeable about the products (Fisher 2014). On the other hand, the latter(prenominal) advertisement is aimed to attend to a greater pool of applicants irrespective of their familiarity with Richer Sounds products. Considering the advertisement strategies imposed at this point, it is evident that a great pool of applicants will be willing to be signed the most integral part of this initial stage is demonstrated through a store film directors initial interview wh o is keen on sorting the applicants to expect with those who look the part through analysis of their dress code and personality. trading operations director John Clayton suggests that, Richer salubriouss hires on the basis of personality then subsequently train for skills (Martin and Whiting 2010). These illustration posters a scenario where people get accessed on the basis of how they look even before a company takes a look and considers an individuals qualifications.Second in line of the recruitment strategy is a paid trial day for an applicant which in some circumstances stretches beyond the one day period. Here, the applicant is accessed on whether or not they are consistent in their dressing and how they sound when conversing with customers. Upon completion of the trial stage, other members of a particular store are asked on their opinion of what they think about a new recruit and whether they embody the companys aspect of looking good and sounding right (Nickson and Dutto n 2005). Last in queue of the recruitment process is stage three where an applicants qualifications are now accessed to see how able they are for the job after considering that the individuals personality is suited for Richer Sounds. From the Richer Sounds case, it is evident that the way companies approach their recruitment processes over the years has greatly revolved and now companies are keen on how an individual looks and how their conversations sound before customers. irrespective of the costs of recruitment, companies are willing to dig fatheaded into their financial coffers so that they can get the right group of employees Williamson argues that, it is arguably more expensive hiring wrong people in an organization as inappropriate to the cost of having a stringent recruitment strategy in place that is time consuming (McMillan 2014). Richer Sounds is just one among the numerous companies that are currently inclined towards accessing applicants for job openings on the gro unds of how they look and luxury they execute through their conversations with customers.On a broader perspective, how an individual looks has a great influence on the operations of people within dissimilar organizations grand in the process of advocating for employees who look good is an employer who serves up to their word of promoting smart dressing for the workplace by leading as the actual ambassador of what their brand should be defined as. Looking good while act a job opportunity has positive impacts and a higher hazard one is going to achieve the job, people will ascribe good qualities on the prospect of your perceived appearance thus want to endlessly associate their company with an individual who looks good. A Macquarie University research carried out in both the United Kingdom and United States suggests that looking good improves the chances of one scoring a job opportunity and also is responsible for boosting ones career once they are employed in different organiza tions (Arkin 2007). The research further suggested that employees who look good and sound right are normally rated highly by their employers and the probability of them losing their jobs is usually minimal. In essence, looking good attracts a myriad of premium rewards for both the person and organization at large whereas those who are unattractive and have a suffering personality in most situations lose out on some(prenominal) job opportunities (Boxall 2008).Moreover, having in place a clearly defined staff is the key component that ensures customers to a particular organization have a clearly defined experience that warrants their coming back for the same emoluments once again and consequently creates a solid positive inherent culture of an organization. It is ideal that organizations have a culture that brisk employees are well versed with so that when the recruitment process for new staff is commenced, it is one that runs smoothly. recent recruits to any given organization should find in place, a culture where staff are usually well dressed and converse excellently with customers thereby prompting an easier transitioning process for new staff into the operations of an organization. Efficiently articulating a particular dress code for existent staff is key in find and sourcing for new recruits who will enhance the same culture and easily get acclimatized with the practices of any given organization which in return will yield positive results for the same company (Churchard 2010). Indeed, some positions within an organization do require employees with a particular set of skills usually defined as experience and qualifications for a special(prenominal) job but setting out a hunt on this basis is the first step that organizations usually make during their recruitment process companies should attend to the recruitment process with a different perception where the individuals caseful is assessed for they are buying into the persons character and not the ir qualifications. Possessing both this attributes is a plus for any prospecting employee and is a sure combined package to score one a job (Faccini and C 2010).Arguably, the perception of looking good and sounding right in a respectable number of business circles usually refers to an individuals somatogenic appearance, a definition that has triggered a trend of the working class spell to the gym as a means of staying fit. The service sector for instance has rampantly changed over the years where unlike the previous years where service providers never met their customers currently employees are always in constant run into with their customer a fact that influences the need for staff to dress the part and portray their organization in positive light (Emott 2007). How affluent and expeditious an employees speech is determines the placement of any given company as a brand to all its customers which is greatly dependent on the employees. The enforcement and prescription drug for emp loyees to embody both the aspects of looking and sounding good is referred to as aesthetical do work and this characteristics play an integral point of how new employees to any organization relate with customers. Companies have learnt that before their recruitment process, that for the success of any business to be achieved, recruitment of workers should be expressively based on labour aesthetics of any individual before they are taken in. conclusion and incorporating the right people with this kind of characteristics is a daunting task for many an(prenominal) organizations and the only means of recruiting an individual with the right skill set involves having in place a well structured selection system during the recruitment process (Hofstede 1997). However, the daunting recruitment process does not stop at this point, it is equivocally difficult to select out a specific aspect who suits the needed requirements for your organization.Fast forward to the case of draw near clas s of companies which has a human resource policy that the company abides by whenever any recruitment is being carried out in their group of companies across the world (Kaplan 1992). Their recruitment processes is respectful of the varied legislation practices of different countries but above all the recruitment strategy is underpinned under the mantra of looking good and sounding right as a means of selecting new recruits into various positions of their wide come in of companies across the globe. Underpinned in the promotion of its human resource policy, is the responsibility for employees of the organization to be capable of satisfying the needs of its customers (Hutchinson 2003). The human resource surgical incision is tasked with the requisite responsibility of proposing individuals that suit the aforementioned requirements. Furthermore, the Nestle Group has in place a mentorship programme that offers guidance to new recruits into the organization so that the companys mission st atement can be achieved in the simplest ways possible after assessment of recruits on the basis of how they look and sound good before the customers (Letmathe 2008). This partnership and mentorship programme between existing staff and new incoming staff is an efficient means that has been in use for a very long period of time for people recruitment and their management in general.The recruitment cases of both Nestle Group and Richer Sounds demonstrates that companies are currently turning to the looking good and sounding good trait in applicants as a means of selecting who is suitable for any given position within their organizations (Paton 2008 ). This trend has been fuelled by the fact that there exists a broader pool of unemployed individuals with right qualifications but they cannot secure for themselves any jobs looking good and sounding right is the ideal means use to disqualify this wide pool of applicants. Looking good and sounding right has become the ideal filtering tool f or companies when they are sourcing and on a search for new employees through a well structured recruitment process. Irrespective of the fact that recruitment of new staff by the human resource department is a difficult task, clearly defining what the human resource management is looking for in a customer then crafting a description of the same as a recruitment step is usually instrumental in attracting the right cadre of individuals any given company is keen on hiring despite the fact that there are many people out there looking for jobs. Looking out for these two qualities in individuals is the first step towards narrowing down the wide poesy of applicants for any given job so that any companys job opening can remain with only potential clients that can meet the values of the company while at the same time promoting the mission statement of the same company. Categorical in the recruitment process and requirements for applicants is the prospect of an applicant having passion for w hatever job they are essay to achieve, their commitment to any given company, their general problem-solving skills and lastly any relevant experience they have in the field being advertised (Ritzer 1985). clearly outlining what as an organization you need in an applicant is instrumental in helping organizations know how attentive applicants are to detail as opposed to only looking at their resume which offers little or quite an basic information about an individual. Before conceptualizing and kick-starting any particular recruitment and selection process, an organization must first attune its strategy to be relatively inclined to the values of the organization and is richly supportive of the organizations culture. Pre-employment testing like the case of Richer Sounds is an ideal way in determining whether or not a company is making a wise decision by investing into an individual with the set capabilities of looking good and sounding right so that an organization can fully accrue its set goals (Gilmore 2000). The people recruitment strategy is a determining factor on whether a company is going to succeed or fail and also influential on how employees develop during their stay in a particular organization thus there general indigence that in return bears fruit through excellent service auction pitch to customers. 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