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Hiring, according to Rivera’s “Hiring as cultural matching: The case of elite professional service businesses” paper, is based on a desire to find a good cultural fit between a company and a potential employee. In order to back up her claims, the author conducts in-depth, semi-structured interviews with 61 workers from eight of the most prestigious professional service businesses in the United States. Companies use proxies to determine whether job candidates have the same cultural capital as the company, according to the data. As an added measure, they check applicants’ references and look for postings online to find people who would be a good match culturally (Rivera, 2015). Recruiting people who share an organization’s core principles is a time-consuming and costly procedure. Proxies are helpful because they can be swiftly vetted, saving time and effort. The fact that they haven’t been vetted via the recruiting process means they may not be the best fit for the role. Finally, the essay emphasizes the need of carefully considering cultural fit throughout the recruiting process to guarantee that the company is selecting the best qualified individual.

What variables impact a person’s choice to work for a certain employer? is one of the study questions posed by the article’s writers. How do workers’ decision-making processes compare and contrast between for-profit and non-profit organizations? The author’s original intent was to put the social exchange theory to the test. Individuals make choices according to the social exchange theory, which states that they consider the likely benefits and drawbacks of each option. The author conjectured that working for a charity would provide more anticipated advantages to employees than for-profit business. The author posits a number of conjectures concerning the results of his experiment, noting that these results would pose a problem for the social exchange theory, which holds that individuals make choices based on their estimations of the benefits and drawbacks of various options. The article also suggests a reason why some individuals would want to work for a charity rather than a for-profit business. In-depth, semi-structured interviews with staff members at eight leading professional service businesses provided the data utilized in this paper. Expected advantages, according to the author’s hypothesis, are a major factor in an individual’s choice of where to work. The author conducted a qualitative analysis of the data. When trying to figure out why a person might choose to work for a charity over a for-profit, a qualitative approach is essential.

The author’s primary conclusion is that businesses use proxies to determine whether candidates have a common cultural capital. Candidates with the proper cultural fit were found via referrals and postings for available positions. According to the author, these results are significant since they provide crucial information that might help businesses in their hiring efforts. The time saved in screening references is a major benefit of employing them. As they haven’t been via the traditional employment channels, they may not be the best fit for the role.

In my judgment, the paper adequately and persuasively addresses its research questions, presents well-analyzed data to back up its conclusions, and discusses the ramifications of those conclusions. The research provides strong support for social exchange theory and describes in depth how this theory may be used to the recruitment process. This post has excellent writing and is simple to read. The findings of this research are significant because they provide ways in which businesses might enhance their recruitment procedures. As a result, the results should be considered while making hiring selections. Last but not least, the YouTube video titled “How Elite Students Get Elite Jobs” complements the essay and helps me better grasp it. The movie is an engaging and informative look at the ways in which a student’s college experience might affect their chances of finding gainful employment after graduation. It also sheds light on the evaluation process for prospective employees. As a result, I think it’s crucial that the results of this research be taken into consideration when making personnel choices.

Reference

Rivera, L. A. (2015). Hiring as cultural matching: The case of elite professional service firms. In Working in America (pp. 175-186). Routledge. https://www.taylorfrancis.com/chapters/edit/10.4324/9781315631011-26/hiring-cultural-matching-case-elite-professional-service-firms-lauren-rivera

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