After Recently Beginning My Summer Internship In The Human

After recently beginning my summer internship in the Human Resource Department at North American Lighting (NAL), I personally observe the issues within the hiring process of new employees. Although the hiring process at NAL is quite simple, it is not releasing the desired outcome. To apply for a job at NAL, candidates can either apply by filling out an application at the Employment Center or going through Lyons, a temporary hiring service. Once the applications are complete, they are sent to NAL to be reviewed by the Human Resource Team. When reviewing applications, the HR team mainly focuses on the educational background, skills and abilities, and past employment history. When looking at the educational background, the HR team confirms†¦show more content†¦Below is a chart that displays the resignations of the new hires for the month of March. Figure 1 displays all of NAL new hire resignations for the month of March. The total number of new hires for the month of March was 34 and by the end of March, 13 of those new hires decided to resign from their position. This situation is a direct occurrence from new hires lack of knowledge of the actually job that they applied for and the hiring of underqualified candidates. This paper will analyze research and data of innovative hiring process that can improve the turnover rate of NAL’s new hires. When taking a deeper look into the hiring process, there are many factors that bring question to NAL’s hiring success. The first was the actually job application. When actually looking at NAL’s job application the top asks the applicant to check the positons applying for and list six job positions. The most important information needed on a job application is a description of the position applying for because this becomes the basis for determining who can succeed in the filling the position (Mamoon, 2013). 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