Staffing and the Hiring Process in Business and Marketing (Essay Sample)

Staffing and the Hiring Process

One Japanese Prefecture advertised online about their job opening which openly stated that they were hiring Real Life Ninjas. True to life acrobats who are physically fit and able to perform marvellous stunts. Surely this kind of rare ability will be present in the many faces of a 7 Billion population in the world, with only a percentage contactable in the World Wide Web. 29 year old travel blogger named Chris O'Neil became the only American to receive one of the six coveted slots. If you're wondering how a white dude from the U.S. got a job promoting Japanese tourism, it's likely because he's spent his life traveling the world busting out sick ninja moves and training his body to do so. It can be clearly seen in his social media accounts which undeniably proves the power of the internet. (Lang, 2016)
In 2015, Google hired a new CEO who lived a humble life during his childhood. Sundar Pinchai was a resident of Chennai, India. Pichai's life story is remarkable, and his rise to the top of Google is a glowing endorsement of India's standing in the global technology industry, and equally, a reassuring reminder of the so-called "American Dream".He studied Metallurgical Engineering at the Indian Institute of Technology in Kharagpur (IIT Kharagpur). He has evidently used his talent to great effect at Google, a company he joined in 2004. Products under his watch include Google's web browser, Chrome, as well as the Android mobile operating system. The people around Sundar Pinchai are all referring to Pinchai as kind and approachable and a soft mannered man. His years of experience in the technological and academical fields makes him most capable and most accommodating CEO for one of the biggest technological and network giant which is Google. (Lee 2015)
I chose to put the whole quotations for the examples that I got for the managements that fell apart due to shortcomings in HR recruitment. I chose to do so to preserve the impact of the devastation that can be caused in a small mistake of staffing and assembling the company’s Human Resources. Here are the following stories from my web search.
“Our company hired an employee to work from our Mumbai office. An ideal employee at the start – qualified from one of the best institutes in India, recommended by professors (she has just graduated) and performed well in the recruitment process.  Problems started after the 3rd month when performance issues led us to investigate into the employees conduct and behaviour. On speaking to other team members about her attitude it seems that the key area of interest was in the salaries of other people in the team. The same employee constantly complained about her tasks to others and created un-necessary issues about the things that she had to do.  Morale and motivation of everyone in the team suffered because of the negative attitude. The employee had to eventually be let go due to her attitude and non-performance on the job.
On inspecting her office systems after she finished, it surfaced that she had been downloading an extensive number of movies, food recipes and even music on her computer. She made several attempts to contact other employees to help her “recover important personal files” on the office computer. She was never permitted to access any office computer again.  All in all, an experience from hell and one that taught our company the important of even more stringent recruitment processes!” – Vivek Agarwal, CEO, Strand of Silk
“In 2009, we were growing so quickly that I decided to hire a COO to help me with the day-to-day operations of the company. She was a highly touted, former Starbucks executive who I thought would be able to take our company to the next level. In the summer of 09 I went to cooking school in Italy, taking 5 weeks off and when I came back I found that the COO I hired, who I thought was the right fit, wasn’t. It just 5 short weeks, she managed to turn people at the company against me, it felt like mutiny! When I came back I didn’t feel like I had a team and several weeks later, I realized just how big of a problem I had – a COO who didn’t believe in me or my vision – and she had convinced the team to follow her.
A couple months later, I realized just how much we had overspent on people and programs and that along with the impact of a recession we came close to bankrupting the company! I eventually had to let go of her and a few members of my leadership team which was a difficult decision but was the right thing to do. We dipped to a low of $75 million in revenue that year but have steadily grown ever since. This year, we’ll do $153 million.” – Brian Scudamore, Founder & CEO of 1-800-Got-Junk
The key functions that I have been able to clearly observe in the examples above are the effects and importance of Trustworthiness and Organizational Goals.
Trustworthiness
Trustworthiness as a key function to Staffing and the Hiring Process is clearly embedded in the way a company dynamically moves and evolves into a booming business. Positive perceptions on other members of an organization will cause a member to become more comprehensive and coherent in terms of work (Fulmer & Gelfand, 2012). Perceived trustworthiness is based on assessments by the trustor concerning three characteristics of the trustee—benevolence, integrity, and ability (Mayer, Davis, & Schoorman, 1995).
Organizational Goals
The mo...