Topic: Hiring Gets Off On The Right Foot

Type of paper:	Case Study
Subject area:	HR Management
Academic level:	College, Bachelor
Style:	APA
Size:	30.0 kB
Word count:	814
Mark awarded:
Date submitted:	2008-11-22 01:34:01
Rating/Votes count:	5.00 / 3

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off, experience, performance, right, pay, hiring, decisions, foot, adr, cellulitis, Analysis, Summary, Nike, Company, Simon, Carol, Airline Industry Information, Airline Industry, EEO, Article Summary, Equal Employment Opportunity, Equal Employment, Melvin, Resorts, Equal Employment Opportunity Regulations

Running head : NIKE : HIRING GETS OFF
Nike : Hiring Gets Off on the Right Foot
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Nike : Hiring Gets Off on the Right Foot
Nike has adapted their employee selection techniques by using a
computer-based interviewing system that aims to select suitable
applicants for a specific job (Bohlander , 2007 , p .284 . The said system
can be very useful to the company 's human resources department since it
makes their job a lot easier . However , the efficiency and effectiveness
of the said process should still be proven . Generally , the said
computer-generated interview can be very beneficial both to the
applicant and human resource department . Nevertheless , it also has some
setbacks although these setbacks are negligible and can be ironed out .
The computer-based interviewing system is applicable especially to large
companies like Nike on the other hand , a company should not solely rely
on this type of employee selection process . Other ways of employee
selection should still be utilized such as accepting walk-ins in a
personal interview rather than a computerized one .
Analysis
The computer-assisted interviewing system tries to narrow down the
selection of qualified applicants to a minimum so that the human
resource department need not spend time on all applicants (Bohlander ,
2007 , p . 285 . This is successfully met by the said system since modern
high technology usually reduces the clutter of office work . As in the
case of Nike , computer-based interviews can be of great help if the
number of applicants is really large . By doing so , few people are needed
in the human resources department . Also , by subjecting the applicant 's
to this computer interview , human resource managers will have the idea
how the applicants cope or adapt with technology . Are they computer
literate and able to keep up with the idea of a computer interviewing
them ? Do they easily understand instruction by merely looking and
reading at a computer monitor ? These are some of the questions that can
be answered by employing such a process . In addition , the three
customer-related scenarios in the computer-generated interview are very
practical and realistic scenarios to test the applicant 's approach to
the real job at hand .
The system has many advantages as has been pointed out in the previous
discussion , yet , it also has some weaknesses . One very important factor
in choosing the right person for the job is his emotional health . Using
the computer-generated interview , Nike cannot account the applicant 's
emotions and feelings while the interview is going on . Thus , the
computer cannot tell the company of the level of confidence an applicant
has when the interview is done .
Furthermore , there will always be Equal Employment Opportunity (EEO )
concerns when it comes to employment selection processes . In this case
at hand , the company surely provides EEO since the computer is not
programmed to unjustly cater to a selected group of applicants . Thus ,
discrimination that a human resource officer may unconsciously bring
when interviewing an applicant may be eliminated .
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