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management_dilemmas_list.docxMGT 611
Strategic Staffing
Management Dilemmas List
1. A candidate may have excellent communication and persuading skills which probably impress the employer for the time being but after hiring him he/she may become a bone in the throat by giving poor practical performance in that particular department e.g. an accountant, financial analysts etc.
2. Proper verification of employee from previous job and find out whether he/she is a frequent job switcher or can be a loyal employee if a good package is offered to him/her. Hiring a frequent job switcher may increase the expanses of the company for hiring another employee and it can also have a bad impact on company’s performance.
3. Experiences written on the CV are not enough for hiring a person. Usually employers get impressed by the information given in CV or resume but after hiring that person becomes an enduring guilt for the employer.
4. Operating under a system of superiority as opposed to a hiring system based on meritocracy. In this case, the hiring mistake occurs when a company/organization hires a person that has maintained higher titles or more notoriety at previous jobs but may not be an exceptional employee over an individual with less status but more admirable qualities such as intelligence, proficiency and advanced skills.
5. Companies/organizations more seriously consider applicants from the most notable American education institutions. While there is something to be said for attending an Ivy League or top twenty American universities, it does not necessarily mean that this applicant is more intelligent or more qualified than another. Not being open to a wider range of applicants due to a brand name requirement may cost the employer an opportunity to find the right fit for the job.
6. When an organization uses an inaccurate or overly-narrow position description they may not get the best person for the job. If the position description is too narrow there might not be any single person in the pool of candidates that looks like a good fit.
7. Long job offer process preventing potential excellent employees from being hired.
8. Not checking into a candidate's background or references. Occasionally, individuals are not honest about their background, qualifications, and experiences.
9. An additional mistake is holding preconceptions based on the age of applicants. While age discrimination is illegal some employers tend to be weary of older applicants because they fear they will not be willing to stay with the company for long and others dislike hiring applicants directly out of college because they fear they are inexperienced. Being closed to the idea of hiring young and fresh employees or older, more seasoned applicants can cost the employer a good fit.
