Human Resources: Analyze the Qualifications of the Candidates (Case Study Sample)

Name
Instructor
Course
Date
Human Resources
Come As You Are Company invited applicants to apply for vacancies in their industry. According to their qualifications, the candidates scored differently in their mark points. The fields of consideration were integrity, experience, cognitive abilities among others. The biggest problem is to formulate a procedure that will select three applicants into the positions depending on their scores. At this stage of selection, it is important to point the most crucial issues and qualifications that will enable them to perform better in the organization. That is the major task that this paper explores.
In selecting the best candidates, the factor to consider are the years of experience and integrity. When somebody has worked for some length of time, their skills boost their cognitive abilities. People who have worked in an industry for some time, have the knowledge that will guide their job in different environments. That satisfies why scores in their cognitive abilities in the same will not be under strict evaluation when thy have a good number of years of experience. Integrity is for customer and service provider relationship. It is important to have such healthy relationships to create the morals grounds under which individuals will work. Furthermore, it will gauge the discipline, responsibility and swiftness of the workers. From the list, choosing Byron and Siobhan is a right decision. They have vast experience and high levels of integrity. At the third position, Merv will fit. The decisions to select these applicants are towards the top scorers, which is a principle most organizations apply. Highest scorers, according to the interview, are likely to boost the performance of the company. That is the reason why these could not miss.
Experience, integrity, and cognitive abilities are factors companies consider as prime to their selection of candidates for open positions. Sandness and Edwards (35) establish that human resource managers go beyond recruiting. These tips they use are to keep their workers in place by two ways. First, they would not want to hire other applicants when they find that one or more are incompetent. Secondly, they focus on long-term benefits of having the best candidates from the markets (Sandness & Edwards, 35). That explains the reasons why most companies and human resource managers have points to use in gauging the abilities of the workers. Besides, the corporate world is competitive and demands competent members in the production line.
Alternatively, a company can go at evaluating the kind of work somebody has done in another company. To establish their experiences, records in the departments where each served can be evident in the productions. Usually, when productions fail, there are connections to the manner in which a particular department handled their affairs. Such an alternative may not work well because the full details of the companies they served may not be available. It may go to levels of spying, which are against business laws. For...