Strategic Staffing Report: Assessment and Job Offer Analysis

This report delves into the critical aspects of strategic staffing, focusing on candidate assessment and the job offer process. It begins by examining internal and external assessment goals, highlighting their impact on hiring decisions within organizations. The report then contrasts two primary methods for combining candidate assessment scores: the multiple hurdles approach and the compensatory approach, analyzing their key components and effectiveness. Furthermore, it explores the factors that shape the content of job offers, emphasizing the importance of enticing candidates and maintaining strong relationships. The report concludes by addressing the implications of candidate acceptance and rejection, providing a comprehensive overview of the staffing process.

RUNNING HEAD: STAFFING 0
Staffing
Table of Contents

STAFFING 1
Task-1..........................................................................................................................................................2
Task-2..........................................................................................................................................................2
Task- 3.........................................................................................................................................................2
Task-4..........................................................................................................................................................3
Bibliography................................................................................................................................................3

STAFFING 2
Task-1
Organizations do not merely hire all its individuals in order to fill the best positions; their main
aim is to carefully access candidates in particular order to get its applicants that fits in the structure of
the organizations. A firm uses different assessment methods to its internal and goals of external
assessments. Maximizing fit is a goal that is meant to ensure the abilities of the candidates to best fit
within an organization, this helps to improve individual performances and always linked to higher
motivation to perform a task in a jobs. Person group fit helps the person to fit between the nature of
jobs and recruit potential with supervisor to work in a team. There is one more that is person job fit and
it links with skills of the person, personal attributes, demands in job and how all they fits in getting
rewards for the jobs. When we look an example, the specific job is not matching our career, needs in
financial terms or lifestyle in which we are living, then there is no use to fit in that ideal job. These all will
impact the hiring decisions of human resource departments as this is the department where there is
selection and rejection of the candidate ( Internal assessment goals and methods, 2019).
Task-2
There are two ways that helps to combine assessments of the candidate’s scores that can be
easily compared with one another. The approach is examined as different from each other as multiple
hurdle approach is basically when applicant competes in a triathlon and all the hurdles are being clearly
stated to go to next hurdles. The approach helps the company to save their crucial time and it is
sometime costly when used in long runs. The use of this approach in Amazon organization in their
human resources departments as they have to take aptitude test of a person and then followed another
interview ( Employee Selection, 2019). The second approach focuses on several factors that are to be
considered when there is weight in the overall assessment score. This is little bit different from one we
have discussed earlier and his allows higher scores to help even combinations out of few low scores in
the assessments. There are more several ways to execute compensatory approach where all job experts
can review the assessments of having notes and relevant information’s acquired during the assessment
process. The firm overall judgments help to identifies and integrates the scores and determine in
accessing total scores ( Phillips & Gully, 2015).
Task- 3
The job offer process is an important step for all organizations. This phase of the hiring process
must shift from evaluating the proper fit of a candidate to showing the candidate the company’s
excitement about bringing on a new team member. The company not only wants to hire the candidate,
but also strengthens the relationship between the new employee and the company. This new sense of
excitement is to motivate their new hire, not an attempt to mislead them in any way. When creating the
job offer, consideration must be given to the type of job, various organizational factors, factors related
to the finalist, external factors, and legal factors. Depending on the type and level of the position, the
job offer will differ. An entry level job will have a much shorter offer than one for a senior executive. The
executive will have a greater amount of details included in their offer. Organization factors come into
play as well. Items like the business strategy, staffing and compensation strategy, and union contracts.

STAFFING 3
These items can limit what options can be offered to a candidate. These factors include the finalist’s fit
within the job and organization, compensation and reward requirements, qualifications and experience,
previous compensation package, values and means, and whether the finalist has other job offers
pending. If the finalist has good job offers from other firms and needs to make a decision soon, an
enticing job offer might need to be presented to the person relatively quickly (Hiring Process Steps,
2019).
Task-4
An organization uses different types of several internal assessments methods as effective skills
inventories, performance reviews and job knowledge tests. A skills inventory is an effective method to
list their employee skills, characteristics of the jobs and their competencies they have in them. The
things can be structurally cataloged in their different software’s that allows the company to search for
the proper candidate that have all these abilities to qualify for the positions. Job knowledge tests helps
to ascertain the level of skills and the person cognitive ability and it is most effective process to evaluate
the job knowledge and their critical thinking skills. This method is very useful and makes company to
possible allow for valuable employment conclusions that are compared to straightforward decisions.
The internal assessment method is a strategic part of planning process and the first assessment
can be by regularly scheduled maintenance in the organization. A strategic planning is an tool for
growing with sales, profitability and their excellence in the services. The second method is consistency in
an organization for the quality of both product and its services with their customer experience in
maintaining and increasing in shares of the market. Leadership can be third assessment tool method
where leader defines the positive impact as well as negative impact of the organizations (Pulakos, 2019).

STAFFING 4
Bibliography
Phillips, J., & Gully, S. (2015, June 8). Strategic Staffing. Retrieved from Business Word Press:
https://businessksu.files.wordpress.com/2018/09/jean-m-phillips-stan-m-gully-strategic-
staffing-2014-pearson.pdf
Employee Selection. (2019, June 8). Retrieved from Psychology:
https://psychology.iresearchnet.com/industrial-organizational-psychology/recruitment/
employee-selection/
Internal assessment goals and methods. (2019, June 8). Retrieved from V Skills:
https://www.vskills.in/certification/tutorial/hr-staffing/internal-assessment-goals-and-methods/
Hiring Process Steps. (2019, June 8). Retrieved from Smart Recruiters:
https://www.smartrecruiters.com/resources/glossary/hiring-process-steps/
Pulakos, E. D. (2019, June 9). Selection Assessment Methods. Retrieved from SHRM:
https://www.shrm.org/hr-today/trends-and-forecasting/special-reports-and-expert-views/
documents/selection-assessment-methods.pdf