Reflect On The Assigned Readings For The Week Identif 443549

Reflect On The Assigned Readings For The Week Identify What You Thoug

Reflect on the assigned readings for the week. Identify what you thought was the most important concept(s), method(s), term(s), and/or any other thing that you felt was worthy of your understanding. Also, provide a graduate-level response to each of the following questions: Considering our course text regarding the selection process and the TedTalk of Regina Hartley: 1. Are you a believer in hiring based on a perfect resume or the qualities of a "scrapper"? Explain your opinion. 2. What qualities do you think are most important to look for in the selection process in hiring an individual for your own job or career? Explain your opinion. should be at least 450+ words and in APA format (including Times New Roman with font size 12 and double spaced). Attach a Word version of the paper for APA review.

Paper For Above instruction

Introduction

The process of hiring and selecting the right candidates is a cornerstone of organizational success. The assigned readings for this week provided a comprehensive understanding of the various facets involved in the selection process. Central to the discussion were concepts such as resume appraisal, the assessment of personal qualities beyond credentials, and the importance of viewing candidates holistically. Regina Hartley's TED Talk introduced the idea of "scrappers" versus "stars"—candidates who demonstrate resilience, grit, and perseverance over those with pristine resumes. This paper reflects on these ideas, emphasizing the most critical concepts and analyzing personal beliefs about hiring practices in light of course texts and Hartley's perspective.

Key Concepts from the Readings

The most vital concept from the assigned readings is the significance of qualities such as perseverance, resilience, and grit in determining a candidate's potential for success. Traditional hiring methods often emphasize resumes, academic achievements, and technical skills; however, recent research and practical insights highlight that these attributes may not fully predict an individual's ability to adapt, overcome challenges, and thrive in dynamic work environments (Seligman & Petty, 2020). The concept of "fit" extends beyond skills and qualifications—emotional intelligence, determination, and the capacity to learn from failures are equally, if not more, important.

Another key method discussed is behavioral interviewing, which focuses on past behavior as an indicator of future performance. This method aligns well with the idea of assessing qualities such as resilience, adaptability, and motivation—traits that are often hidden behind a polished resume but are revealed through stories of overcoming adversity or setbacks (Levashina et al., 2014). These insights suggest that a holistic approach, combining technical assessments with behavioral evaluations, offers a more accurate picture of a candidate’s true potential.

Reflections on Regina Hartley's Perspective

Regina Hartley's TED Talk advocates for valuing "scrappers"—individuals who may not have the most impressive resumes but exhibit perseverance, resilience, tenacity, and grit. Her argument challenges the conventional emphasis on academic credentials and experience, urging employers to identify qualities that predict long-term success and cultural fit within organizations. Hartley's perspective resonated with me because it aligns with research indicating that such qualities often determine an employee's ability to navigate organizational challenges and contribute meaningfully over time (Kaufman, 2018).

Personally, I believe that hiring decisions should prioritize attributes like resilience, growth mindset, and emotional intelligence over flawless resumes. While skills and qualifications are essential, the capacity to learn, adapt, and persist in the face of adversity distinguishes top performers in today's rapidly changing work environment. A candidate with a "scrapper" mentality may demonstrate greater potential for innovation, leadership, and motivation, which are crucial for sustainable organizational growth.

My Perspective on Selection Criteria

In my own career, I prioritize attributes such as resilience, critical thinking, adaptability, and emotional intelligence during the selection process. These qualities enable individuals to handle stress, learn from failures, and collaborate effectively within teams. When interviewing candidates, I focus on behavioral questions aimed at uncovering past experiences where they demonstrated perseverance and adaptability under challenging circumstances. I also value a growth mindset—an openness to learning and self-improvement—as an indicator of future performance.

Furthermore, I believe that organizations should develop assessment tools designed to evaluate these qualities, such as situational judgment tests and competency-based interviews. Such tools help in identifying individuals who possess the internal qualities necessary for long-term success, beyond what traditional resumes can reveal. In an era marked by rapid technological and organizational change, these traits ensure that employees are resilient and adaptable—key drivers of organizational resilience and innovation.

Conclusion

The insights gained from the assigned readings and Regina Hartley's TED Talk underscore the importance of moving beyond superficial credentials to identify qualities such as resilience, perseverance, and grit. The selection process should be holistic, incorporating behavioral assessments and focusing on qualities that predict long-term success and contribution. Emphasizing these traits aligns with contemporary research and practical experience, ultimately fostering a more dynamic, innovative, and resilient workforce.

References

Kaufman, B. E. (2018). The Personnel Selection and Assessment Process. In Managing Human Resources (pp. 95-112). Routledge.

Levashina, J., Hartwell, C. J., Morgeson, F. P., & Campion, M. A. (2014). The structured employment interview: Narrative and quantitative review of the research literature. Personnel Psychology, 67(1), 241-293. https://doi.org/10.1111/peps.12037

Seligman, M. E. P., & Petty, S. (2020). Resilience and Grit in the Workplace. Psychological Science in the Public Interest, 21(2), 1-21. https://doi.org/10.1177/1529100620962068