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Recruiting and Selection: The lifeblood of any Business!
from: John GrothThe Importance of Recruitment and Selection
Smart employers know that filling a job vacancy with a warm body is a recipe for disaster. Finding the right person for the job means the recruitment and selection process are one of the key factors in the overall success of the business.
Having the right people in the right jobs will go farther in overcoming the obstacles any business has to face while ineffective employees can bankrupt a company. Moreover, in many situations the truly outstanding individual will do the work of two or three uninterested and below average employees. They will take the initiative in problem solving and will continually come up with better and more profitable ways of doing things. Much of the lack of productivity in the below average performer is the resources required to fix the problems created by poor quality, indifferent customer service and the outright lack of the sense of urgency.
In order to ensure the recruitment and selection of the above average performer the employer should be keenly aware of the skills and abilities they want the new employee to have. Creative recruitment and selection will be on the lookout for transferable skills that will be useful in the job. The personable waitress that would make an outstanding customer service representative or the 50 something on-the-job trained engineer that would make a successful transition to become a key member of your IT department.
This means that employers need to be quite specific when they advertise a vacancy. The vacancy listing should not focus on what job duties were done in the past but rather what are the planned future job duties. To many times job listings are the duties of the previous employee, with their corresponding interests and strengths rather than specific future needs of the business. If an employer decides to use the services of an employment agency in the recruitment and selection process, then he/she should be precise in their instructions to the recruitment consultant.
One of the most important aspects of the recruitment and selection process is to have a clear framework for short listing candidates for a vacancy. This means that an employer should have some idea of what they want to see on a person’s resume and what kind of experience, skills and abilities they expect a potential employee to have had.
During the recruitment and selection process it is also wise to establish which qualities and qualifications are essential to the job and which are desirable. Once you have your shortlist of potential employees then you have to decide whether a single job interview will suffice or whether you want the applicant interviewed by more than one manager. Don’t neglect to train the interviewing managers on effective interviewing and build the game plan so the areas of inquiry do not overlap.
The recruitment and selection process is always smoother if an employer can provide a recruitment agency or recruiter with a very specific brief on what they want in an employee. They should also advise the recruiter of their own processes of selecting the right candidate. This way the agency or recruiter can advise potential candidates at each stage of the recruitment and selection process.
Whoever interviews candidates for a position should be ready to provide feedback on that interview, and compare each candidate on preplanned job related criteria. Before the interview takes place the employer should have a definite idea of what they are prepared to offer as an employment package. It is not a good idea to be vague at this stage of the process because it is all too easy to forget that when it comes to recruitment and selection the candidate may also be sizing up their potential employer.
Recruiting the right pool of acceptable candidates, and then selecting the right candidate for the job is the lifeblood of any successful business. Do it right and the business prospers, do it wrong and the business flounders and will never reach its potential.
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