Who is it beneficial for?
Posted: Sun Dec 22, 2024 8:42 am
This employment policy will not work in all companies.
This model works best for companies in an employing labor market, meaning there are more people willing to work than there are job openings.
This is a good strategy for a company with code phone number philippines an aggressive policy based on low production costs, for which the only possible cost reduction exists in the HR area.
The employment period is short, as weaker links are replaced by stronger ones. Training expenditure is very low, but the demands on employees are very high.
The ideal candidate
In addition to formal requirements such as experience, training and specialisation, the prospective employee is subjected to a qualification and competence test. There are also psychological tests that show recruiters whether the prospective employee will be stress-resistant, assertive, creative or flexible. These tests have long been mandatory when recruiting police officers, military personnel or airport workers. Unfortunately, a poorly administered test can deter employees from being hired. For example, one recruit was faced with a question about how many people he could date at a time, and there were even questions of a more private nature.
As for personality skills, the ability to lead a team and the ability to anticipate events that could endanger a company in the future are tested.
Soft skills are currently the most sought after by employers, especially - developed emotional intelligence. Therefore, they are willing to go through a much longer and more demanding recruitment process.
This model works best for companies in an employing labor market, meaning there are more people willing to work than there are job openings.
This is a good strategy for a company with code phone number philippines an aggressive policy based on low production costs, for which the only possible cost reduction exists in the HR area.
The employment period is short, as weaker links are replaced by stronger ones. Training expenditure is very low, but the demands on employees are very high.
The ideal candidate
In addition to formal requirements such as experience, training and specialisation, the prospective employee is subjected to a qualification and competence test. There are also psychological tests that show recruiters whether the prospective employee will be stress-resistant, assertive, creative or flexible. These tests have long been mandatory when recruiting police officers, military personnel or airport workers. Unfortunately, a poorly administered test can deter employees from being hired. For example, one recruit was faced with a question about how many people he could date at a time, and there were even questions of a more private nature.
As for personality skills, the ability to lead a team and the ability to anticipate events that could endanger a company in the future are tested.
Soft skills are currently the most sought after by employers, especially - developed emotional intelligence. Therefore, they are willing to go through a much longer and more demanding recruitment process.