New Trends In High-Tech Recruiting Essays - Employment,

New Trends In High-Tech Recruiting There is a new trend developing in the recruiting of high-tech employees. Due to the competitive nature of the business, companies are looking for new ways to recruit individuals that not only have the business and technical knowledge required to perform a specific job, but they are also looking for candidates that fit well into the corporate culture of the organization. Tech Planet is one such high-tech firm that is using this new approach to recruiting. Instead of the normal first round job interview, applicants at Tech Planet sit down to an informal meal with employees. The goal is to socialize with the employees to determine whether the applicants belong in the organization. After the initial meal, employees vote on which candidates will be invited back for the next round. During the second phase, job applicants are asked to?bring an essay explaining how they feel about working with small businesses and how they envision their next job - plus an inanimate object that best describes them. Objects brought by potential candidates in the past have included Silly Putty, soccer balls, hair gel, and pictures of family pets. Several other companies, including executive recruiters, are transitioning from a traditional approach to this new unorthodox method of screening applicants. At some firms, candidates are asked to play touch football or Yahtzee with other employees. The belief is that these activities can demonstrate an individual's ability to work in a team setting and how they will get along with colleagues. Though this appears to be a new trend in the world of recruiting, some employment experts question the value of this new approach. They feel that companies may overlook the most highly skilled applicants in search of people who are just fun. Another trend in the high-tech business world is the scarcity of information technology employees. Recruiters are facing new challenges in filling open positions within both technology and non-technology firms alike. Typically, the high-tech firms, new start-ups with hopes of going public, are having an easier time filling their IT positions as they focus on higher wages, bonus compensation, and stock options. Conversely, non-technology companies with IT needs are finding it difficult to entice qualified candidates to fill their openings. They just can't offer the perks that other technology companies are offering and are losing potential candidates as a result. Today's generation is motivated more by instant gratification and high incomes than benefits packages including medical and dental insurance. In my experience as a manager, I have found it difficult at times to find the best candidates for positions for which I'm recruiting. Though there may be several applicants who possess the necessary technical and business knowledge to perform the tasks, there is a level of uncertainty regarding their ability to work within the culture of the organization. Formal interviews are beneficial in determining some behavioral tendencies, but it is still difficult to determine how individuals will work with others in the organization if hired. If we were to implement a new approach similar to the one depicted in the article, we might be better able to foresee how the candidates will work within their teams, with their co-workers, and with their managers. The interaction could also help uncover any negative tendencies that may be present that might not normally surface until the candidate has been hired into the organization. I agree with the employment experts that organizations may wind up hiring people who are just fun, but that's a risk that may be worth taking. Business and technical knowledge can be learned by most individuals that have a minimum set of skills, but personality and behavioral skills are much more difficult to alter. Personal skills are not typically learned through any coursework or training that individuals may attend but through life experiences, though these may include training of some kind. I would prefer hiring candidates who I felt reasonably confident would fit into the organization and could learn the required business and technical skills rather than hiring individuals who already had the business and technical knowledge but would not have the ability to fit in the organization. In addition, I feel that companies should do more market research to determine what types of

Introduction Of The Sarbanes Oxley Act Accounting Essay Essay Example

Introduction Of The Sarbanes Oxley Act Accounting Essay Essay Example Introduction Of The Sarbanes Oxley Act Accounting Essay Essay Introduction Of The Sarbanes Oxley Act Accounting Essay Essay Today, the development of concern confronts multiple challenges and jobs because some public companies, including non-profit organisations, tend to fraud and manipulate with information every bit good as fiscal resources to better their public presentation and to keep their positive public image. At the same clip, the ignorance of basic regulations and norms of concern moralss leads to downfall of big organisations. In this regard, it is deserving adverting the instance of Enron which really stimulated legislators to modulate public companies accounting to increase their transparence and dependability. In such a state of affairs, legislators seemingly attempted to protect investors and stakeholders from possible losingss caused by deceitful actions of some individuals playing taking parts in public presentation of public companies. In footings of new regulatory policies the Sarbanes-Oxley Act was implemented in 2002 to protect investors and better public companies answerability. On analysing the debut of the Sarbanes-Oxley Act of 2002, it is necessary to take into consideration the context in which the act was implemented and grounds why it was implemented. In this respect, the Enron dirt played the cardinal function in the execution of the act. The Enron dirt has revealed legion jobs that exists in the modern American concern every bit good as political relations. At the same clip, the nucleus of all the jobs of Enron ballads in the outlook of top executives and such big corporations every bit Enron every bit good as smaller 1s. In actuality, the discord for net income and maximization of net incomes become the dominant factors which define the policy of companies and their schemes. In such a context, it is possible to gauge that such a chase of maximal net income is based on the rule that ends justify agencies. On the other manus, the negative experience of Enron absolutely proves the extent to which this rule is erroneous and to what black effects the dis cord for maximal net incomes can take. In such a state of affairs, it is obvious that the dominating A ; acirc ; ˆ?bottom line A ; acirc ; ˆA? outlook of corporations should be wholly changed and corporations should be witting of high hazards of their discord for maximal net incomes. On analysing the current state of affairs and modern concern environment, it is necessary to underscore that fast and immense net income goes in front of ethical issues and moral concerns in the modern concern. As a consequence, basic moral and ethical norms are easy violated when a corporation receives a opportunity to increase its net incomes systematically. In fact, today, moralss and morality are inferior, while net income is superior and it is really hard to alter such a outlook. However, it is necessary to get down moving right now to alter the state of affairs for better. In this regard, it is possible to urge debut of ethical codifications which could specify basic ethical norms and rules modulating the relationship within corporations between executives and employees every bit good as the policy of corporations and its external dealingss with its client and concern spouses. However, the creative activity of ethical codifications is instead a benevolent action which does non take to existent legal duty of corporations for its unfair or unethical policies. At the same clip, it is obvious that Enron has violated non merely ethical but besides legal norms. Therefore, the Enron dirt could be prevented if governmental bureaus performed their maps efficaciously. The province control over the policy of the company and the correspondence of its actions to the bing legal norms could minimise the hazard of the failure of Enron. Furthermore, the force per unit area from the portion of the province in the signifier of a rigorous control could increase the duty of top executives of Enron and, therefore, it could forestall the ruin of the corporation and the dirt which accompanied the ruin. In such a manner, it is possible to reason that the current profit-oriented outlook can be changed on the status that actions are undertaken in two dimensions. On the one manus, corporations should alter their policies and organisational civilization and go ethically more responsible that may necessitate the debut of ethical codifications in corporations. On the other manus, the function of the province is really important since the province is the major regulator which should command the legality of policies of corporations. In such a manner, the Enron dirt revealed the ineffectualness of bing ordinances and the Sarbanes-Oxley Act of 2002 was supposed to better the state of affairs. The Sarbanes-Oxley Act enhances fiscal coverage of public organisations, including non-profit organisations. The legislators attempted to do fiscal describing more crystalline and prevent any hazard of fraud or uses. For this intent, the Sarbanes-Oxley Act introduced the Public Company Accounting Oversight Board which should supervise and command fiscal coverage of a public company. In add-on, the act stressed the independency of hearers that maximized the effectivity and objectiveness of scrutinizing minimising the hazard of mistakes and misunderstanding of fiscal facts. The act increased the corporation duty for the truth and completeness of corporate fiscal studies. The act enhanced fiscal revelations and defined the behavior of securities analysts to increase the assurance of investors in transparence and dependability of public organisations. In such a state of affairs, a non-profit organisation should besides better its accounting system to run into the Sarbanes-Oxley Act A ; acirc ; ˆâ„ ¢s demands. In this regard, it should be said that the non-profit organisation should present alterations to run into the demands of the act. To set it more exactly, the non-profit organisation has to make the public company oversight board which should include independent professionals who can supervise and command fiscal coverage of the non-profit organisation to turn out the populace that the non-profit organisations maps in conformity to bing legal norms. In add-on, the board will be a auxiliary component of control to forestall the hazard of frauds in fiscal coverage of the organisations. Furthermore, the non-profit organisation may necessitate to alter its hearers and extent their entree to the organisation A ; acirc ; ˆâ„ ¢s fiscal coverage and accounting. In such a manner, it will be possible to maximise the indep endency of hearers and to show the transparence of the organisation. Furthermore, the non-profit organisation should concentrate on the development of an effectual accounting system and fiscal coverage to do it more crystalline and governable. Therefore, the Sarbanes-Oxley Act of 2002 purposes at the bar of frauds and sweetening of fiscal coverage of public companies, including non-profit organisations. The latter may necessitate to present alterations mentioned above to run into demands of the act.