I had fun and learned a lot while answering the 32-questionnaire of Texas Instruments to determine if I am a fit with their organization. Fortunately, I have a strong match with that of TI’s culture with respect to my individual needs and wants in life. Thus, after visiting the site and check the organization’s profile, I really admire how they value recruitment and choose the best and right people for their organization.
Aside from Texas Instruments, I already encountered several companies that use the concept of “matching or fit check” to their applicants. Procter and Gamble, Unilever, Petron and other big multinational companies are very keen in hiring and selecting their prospect employees. Some industries which have รับทำ mou are using it as well. A prospective applicant needs to answer several essay questions on top of the automated matching questionnaires that they have. This will show if the applicant has the right character and attitude suited for the job. Of course, the applicant will never miss the ladder of interviews and other examinations as part of screening and application process.
It is already a trend among big companies to make use of these several matching principles in hiring and choosing their future employees. Smaller companies and organizations should also follow suit by taking small steps toward operationalizing this process of choosing the right people for the right job.
In most cases, it is true that if companies hired the right people in their organizations, train and nurture those new recruits by providing trainings and programs, which can further enhance and improve their skills, talents and capabilities, then those hiring companies can expect that their people are the company’s best assets.
Nowadays, it is very difficult to look for and hire applicants who are credible and qualified in terms of running the business or company’s strategies. With the million of applicants aspiring for a specific job, companies should be very careful in choosing the right match for every job they fill in. Successful and leading organizations value their human resources and avoid turnover of their employees. Why? Because training is very costly and employees have learning curves that take time before they get to familiarize and specialize on their specific jobs. Another reason is that high turnover will signal a bad image for the company. Also, it is highly probable that an operation might fail if not the right guy is running it.
On a last note, I personally believe that it is just reasonable and well intended to implement these mechanisms in order to secure the right fit between the hiring organizations and the prospective applicants. It can mutually benefit both parties: for the hiring organization, they avoid costly re-training of new hires; for the prospective employees, they avoid future incompatibility problems related to work and the organization itself.