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Mgmt303 Week5 Case Study Spotting Talent

In: Other Topics

Submitted By fibi5551
Words 450
Pages 2
Case Study: Spotting Talent (week 5)

1. What does this case imply about the supply of and demand for employees and the implications for businesses?
The case study implies the supply of and demand for employees and the implications for businesses are critical. Attracting and selecting the right talent is critical to a company’s success. For tech companies, the process is even more critical since it’s the knowledge, skills, and abilities of their employees that determines these companies’ efficiency, innovation, and ultimately, financial achievements.
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.
Searching for purple squirrel means to search for a perfect candidate for certain position; although just like a squirrel in color purple does not exists, such candidate does not exist either. Hiring personnel knowing the criteria and requirements of the position should use their knowledge and expertise to find a best available candidate not one that is perfect. This phrase can also apply to non-technical companies as not only technical companies have needs for skills and knowledge. Every position has a description, set of knowledge and skills that are required, technical and non-technical.
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?”
Spotting talent for a technical company is not an easy task and requires skills and expertise in the field. The hiring personnel can make mistakes in selecting candidates for technical positions who are not fully qualified that’s why it is so important to look into temporary workers as opposed to permanent employees all the times. Temporary workers play very significant role in the process of expending at startup of small business, cutting costs involved in permanent employment and getting the owner ending up with unqualified staff. Based on the evaluation or preferences, employer can employ a temp for a designated short term or, if desired, offer a full-time position to a worker who suits his or her business. Employing temporary workers is an excellent and cost-efficient way to recruit and test the abilities of new workers before signing them on full-time.

Another suggestion I would make is to invest in training already hired full time staff. If budget allows, training staff is very beneficial for the employer bringing more knowledge, confidence and new ideas to the table. It lowers the chance of hiring someone not qualified under a possible mistaken impression from an interview. Trained employees not only gain and expend their expertise but also become more productive and pay back in their work performance.

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