Doohickeys U Need Uniform Hiring Practices

Doohickeys U Need, Inc. has no uniform hiring practices and supervisors are not required to follow any established protocol. The CEO hires all management without any input from anyone else and uses only word of mouth to find managers to hire. He usually hires friends or friends of friends. He has never hired from within the company. Manufacturing workers are hired using significantly different methods based on what each line manager prefers. The results from using these unprofessional and non-standard practices are that there is no consistency in selection criteria for employees and there is no opportunity for promotion within the company. It has also created a culture of “good ole boys” where the employees feel that there is no representation

- The problems of hiring managers by word of mouth and hiring friends or friends of friends can be remedied by having Human Resource professionals screen applicants for suitability for job positions. The candidates should meet minimum educational and work experience requirements as well as be able to physically perform the job required, pass the background check, and have favorable reviews from references provided. Supervisors should interview the well qualified candidates and may assess the suitability of the candidates in their department based on ability to perform the task. It is certainly within reason for department leaders to hire their own teams from a pool of qualified candidates. Company policies and benefits are not being communicated during the hiring process. Potential employees should be able to make informed decisions on employment based on the benefits and expectations of the job being offered. There is increased cost in hiring and training when employees find that the new job does not meet their expectations in either pay, time commitment or even culture. Those individuals who are hired by word of mouth may or may not be able to do the job, but most certainly will not know what to expect or what is expected of

Another invaluable responsibility is involved with collaborating with important parties, such as unions. These organizations have culture and influence of their own, which is often a factor in a business.
Lastly, a Human Resources professional is needed for inspections. These inspections are usually done by a third party or government official, but more routine inspections are performed by many HR professionals. These inspections could cover many areas, from legal to sanitation. The HR professional is then essential in being aware and taking action to stay up to date on law and regulations that are ever changing.
Post Position Openings - In the case, we learn that there are no chances for promotions because they are never posted. When positions are posted within the company, then employees who have the drive and determination may be chosen and put through a training program to be effective in management or supervisory positions. Often it is those who know how the process works from personal experience that can recognize how to streamline processes, reduce waste in time and materials, and improve morale with their co-workers through understanding and improvement of work conditions. Morale is improved naturally when workers recognize that there are opportunities to move up in the company. They would