Mgmt 303 Case Study Assignment
Application Paper-Case Study
Angela Garcia Ascencio
DeVry University
MGMT 303
November 24, 2014 Professor Dr. Mayes
1. What does this case imply about the supply of and demand for employees and the implications for businesses?
Every company wants to find the employee that is the perfect fit not only for their position that is available but also for the company. This case study implies that the supply and demand for employees is one that you have to find what works for your company. The resume process, the interviewing process, and the whole application process in general needs to be overhauled per company to fit what the company needs and looking for. For example, Robbins (2013) reports on page 409 of our textbook that IBM took it’s Watson computer to a university called Carnegie Mellon to have students challenge it and thus find untapped talent that way. What this ultimately means for companies is that you need to figure out how to tweak your own hiring process so that you are reaching the type of perspective employees that you are going to …show more content…
need. It is not the 1950’s any longer and you do not just put an ad in the paper that has the heading of “Help Wanted”. 2. What’s the meaning behind the “search for the purple squirrel” in relation to spotting talent? Is this relevant to non-tech companies, as well? Discuss. I think that what Robbins (2013) meant on page 409 by using the phrase “search for the purple squirrel” was that if you are searching for perfection during your search for employees you will never find it on the surface.
What you have to do is dig deep into the persons personality, and what they can contribute to your company. Once you can see each candidate as a whole package you will be able to spot the person that has the most talent for your position. I believe that regardless of what industry you are in, you have to be able to search for an employee that will best “fit” into your organization, and into the job duties. For example, while working in a medical clinic you would not want to hire someone that has no customer service skills and refuses to smile at the patients when they greet them. However, if you were looking for a prison guard you do not want to hire someone that is unathorative, and soft
spoken.
5. Put on your “creative” hat. You’re in charge of HR at a tech start-up. What suggestions can you come up with for “spotting talent?” If I were the head of HR at a tech start-up company, I think that a great way to find hidden talent would be to hold a nationwide contest. This contest could be of whoever can create the best and most useful app, or come up with the most helpful robotic machine. Having people build, or create things shows others how their brain functions and would be a great way to show their potential. Another possible way to help untapped talent emerge from the woods could be to have all of your applicants write an essay about a problem and how they would fix it, or approach the problem. This is another great way to have potential employees show you their thought process, and possibly a glimpse into their creativity, and problem solving abilities.
Works Cited
Robbins, Stephen P., Mary Coulter. Management, 12th Edition. Pearson Learning Solutions, 01/2013. VitalBook file.
Angela Garcia Ascencio
DeVry University
MGMT 303
November 24, 2014 Professor Dr. Mayes
1. What does this case imply about the supply of and demand for employees and the implications for businesses?
Every company wants to find the employee that is the perfect fit not only for their position that is available but also for the company. This case study implies that the supply and demand for employees is one that you have to find what works for your company. The resume process, the interviewing process, and the whole application process in general needs to be overhauled per company to fit what the company needs and looking for. For example, Robbins (2013) reports on page 409 of our textbook that IBM took it’s Watson computer to a university called Carnegie Mellon to have students challenge it and thus find untapped talent that way. What this ultimately means for companies is that you need to figure out how to tweak your own hiring process so that you are reaching the type of perspective employees that you are going to …show more content…
need. It is not the 1950’s any longer and you do not just put an ad in the paper that has the heading of “Help Wanted”. 2. What’s the meaning behind the “search for the purple squirrel” in relation to spotting talent? Is this relevant to non-tech companies, as well? Discuss. I think that what Robbins (2013) meant on page 409 by using the phrase “search for the purple squirrel” was that if you are searching for perfection during your search for employees you will never find it on the surface.
What you have to do is dig deep into the persons personality, and what they can contribute to your company. Once you can see each candidate as a whole package you will be able to spot the person that has the most talent for your position. I believe that regardless of what industry you are in, you have to be able to search for an employee that will best “fit” into your organization, and into the job duties. For example, while working in a medical clinic you would not want to hire someone that has no customer service skills and refuses to smile at the patients when they greet them. However, if you were looking for a prison guard you do not want to hire someone that is unathorative, and soft
spoken.
5. Put on your “creative” hat. You’re in charge of HR at a tech start-up. What suggestions can you come up with for “spotting talent?” If I were the head of HR at a tech start-up company, I think that a great way to find hidden talent would be to hold a nationwide contest. This contest could be of whoever can create the best and most useful app, or come up with the most helpful robotic machine. Having people build, or create things shows others how their brain functions and would be a great way to show their potential. Another possible way to help untapped talent emerge from the woods could be to have all of your applicants write an essay about a problem and how they would fix it, or approach the problem. This is another great way to have potential employees show you their thought process, and possibly a glimpse into their creativity, and problem solving abilities.
Works Cited
Robbins, Stephen P., Mary Coulter. Management, 12th Edition. Pearson Learning Solutions, 01/2013. VitalBook file.