Research Paper on:
Chemistry, the 'Right' Candidate, and the 'Right' Job

Unformatted Sample Text from the Research Paper:
that outlines the employees skills, ambitions and abilities. However, a "perfect match" resume is not necessarily the key to a perfect job candidate-job opening match. Managers should consider not only  pervious work experience and educational background of a job candidate, but also work habits, personality and ability to get along with other people, none of which can really be determined  through the "typical" hiring process. Part of the problem is that, at least in the United States, certain laws prohibit the asking of certain questions during the interview process because  of potential legal ramifications. For example, one editor of a Jewish newspaper could not ask a potential employee if he or she was Jewish during the job interview, as that  would be constituted as religious discrimination. Nor can one ask about a job candidates marital or family status. And asking "how do you react" questions can also cause problems during  an interview. On the other side of the coin, however, there are many employees out of work (and many bosses who had to fire them) because although their resumes matched  the job descriptions, the job simply was not a "good fit." In fact, in a survey performed by Caliper, a human-resources company based in Princeton, NJ, it was found that  60 percent of responding managers realized they made a mistake in hiring within the first month of the employees start date (Barrier, 1999). Unfortunately, it was also found that a  year typically elapsed between the hire and resolution of the situation - either through a layoff or transfer (Barrier, 1999). And, its been determined that firing can be more costly  than hiring as termination cases result in greater liability exposure to employers than hiring cases, particularly in the United States (Barrier, 1999).