Question

You have two candidates for a marketing position. Both have similar educational backgrounds and certifications. However, the first candidate has 20 years of related experience, while the second candidate has 6 years of similar experience. The first candidate is asking for a competitive base salary plus one week extra vacation as part of the benefits package. The second candidate is asking for a competitive base salary plus a company smartphone (upgraded each year) and paid Internet service at home. The first candidate is willing to work a flexible schedule (nights, weekends, etc.), while the second candidate prefers to work remotely from home. Both are requesting to be included in the company's annual bonus plan. Write a 700- to 1,050-word paper that includes the following: Compare the direct and indirect compensation requests for each candidate. As an HR professional, what do you think is the best hiring decision for the company, and why? Format your paper consistent with APA guidelines.

Answer 1

A selection process is comprised of the contracting steps with the goal that the most appropriate and qualified candidate is chosen for a specific. The executives assess the abilities and information on candidates through interviews and different tests.

Compensation incorporates both the money related and non-financial compensation gave by a business to a worker for the administrations rendered by the representative. Direct compensation alludes to the financial compensation that representatives got routinely according to the terms and states of business, for example, pay rates and commissions. Indirect compensation alludes to the non-financial advantages gave to representatives, for example, benefits.

The two candidates are mentioning pay rates according to the business guidelines and yearly rewards dependent on their individual execution. Direct compensation demands for the two candidates are proportionate with their experience and can be considered similarly by the organization.

The indirect compensation solicitation of the subsequent candidate is sensible if the candidate is to telecommute. Nonetheless, supplanting the candidate's telephone each year and paying for their whole web bill is over the top. The organization could at the present contract the subsequent candidate if the last consents to compromise with it: supplanting their cell phone at regular intervals and paying a bit of their web charge which is equivalent to the number of hours worked, for example, 40 hours every week. With the second candidate's 20 years of experience, they are probably going to as of now maximize on an excursion time. Furnishing them with an additional seven day stretch of get-away under these conditions is expensive for the organization. Additionally, it isn't known whether the subsequent candidate, who might be telecommuting, is likewise ready to work adaptable hours, which are simpler to do from home.

As an HR proficient, I would most likely choose the subsequent candidate as long as they concurred with the above changes to their indirect compensation. The bombing that, I would choose the main candidate to exploit their experience and eagerness to work adaptable hours, regardless of their higher indirect compensation cost for the organization.