Post by account_disabled on May 1, 2024 23:51:18 GMT -6
MOLLIE CAROLEE MICHAEL BETHEL UNIVERSITY One of the challenges for organizations is defining characteristics and skills that they want in a leader utilizing tools or tests to match up candidates to qualifications. Many organizations resort to a gut instinct which often leads to mismatches.
Internal promotions can be successful but is not always in the best interest of the organization. We often promote people who are successful managers but do not have the leadership Brazil Phone Number List qualifications the organization needs. KRISTA AND PAUL GRADUATE STUDENTS BETHEL UNIVERSITY The percentage of time spent recruiting is not enough to ensure that the best candidates are being selected. More time should be spent in the recruiting process to allow for further consideration of candidate s qualifications. In return this would lead to reduced time spent on managing talent out. However we feel it is a valid point that often times true leadership skills cannot be seen in a resume.
A person s personality cannot be seen on a piece of paper. That personality may or may not be what the company is looking for. The companies are faced with the task of finding round pegs for round holes. A simple glance at a resume may lead to a square peg in a round hole. is key to finding the right leader. Paul K. and Krista K. Bethel University Graduate School M.A. in Organizational Leadership TAMRA KAREN GRADUATE STUDENTS BETHEL UNIVERSITY MA IN ORGANIZATIONAL LEADERSHIP In regards to the first question Are there leadership jobs in business for which it is simply impossible to select people with any degree of confidence we feel that there is always risk in selecting the most qualified candidate.
Internal promotions can be successful but is not always in the best interest of the organization. We often promote people who are successful managers but do not have the leadership Brazil Phone Number List qualifications the organization needs. KRISTA AND PAUL GRADUATE STUDENTS BETHEL UNIVERSITY The percentage of time spent recruiting is not enough to ensure that the best candidates are being selected. More time should be spent in the recruiting process to allow for further consideration of candidate s qualifications. In return this would lead to reduced time spent on managing talent out. However we feel it is a valid point that often times true leadership skills cannot be seen in a resume.
A person s personality cannot be seen on a piece of paper. That personality may or may not be what the company is looking for. The companies are faced with the task of finding round pegs for round holes. A simple glance at a resume may lead to a square peg in a round hole. is key to finding the right leader. Paul K. and Krista K. Bethel University Graduate School M.A. in Organizational Leadership TAMRA KAREN GRADUATE STUDENTS BETHEL UNIVERSITY MA IN ORGANIZATIONAL LEADERSHIP In regards to the first question Are there leadership jobs in business for which it is simply impossible to select people with any degree of confidence we feel that there is always risk in selecting the most qualified candidate.