Most companies use a formal process to recruit and fill empty positions in the organization. The processes may involve advertising for the available job post to attract potential employees. The hiring process encompasses three phases, including planning, recruitment, and employee selection. The employers intend to find the best fit employee in the process by choosing an individual that has a passion for working in the company and believes in the set culture of the organization.
The selection process allows managers to choose the best workers that fit in the company culture and have the required skills. As an employer, I believe organizations need to create a selection process that is in support of the of its job description. Employers often carry out oral interviews, relying on academic excellence and language fluency, which does not necessarily imply that the candidate is fit for the position. As such, I would ensure I identify the knowledge, skills, abilities and other characteristics required for the job before interacting with the interviewees. The step gives me an upper edge in carrying an in-depth analysis of the individual to know their capabilities and how they blend to the job position.
Apart from the candidate having the required skill set, it is important to select an individual who resonates with the culture of the organization. Individuals who reflect the morals supported by the company will be a better replacement for the position as they will align their efforts easily with the vision of the firm (Noe, Hollenbeck, Gerhart, & Wright, 2017). Employees act as brand ambassadors, thus selecting the ones who believe in the organization culture ensures that they protect and promote the image of the company to the outside world. For example, for a company requires a candidate to fill a position that deals with customer interaction, the steps will be as follows. The recruiter and the hiring manager will focus on educating the candidates on how to build strong client relationships. In this case, individuals who show interest in working with customers will move to the next selection process, and the others left out. After that, the manager will check if the candidates have the abilities, knowledge, and skills needed to perform the job. The process leads to the creation of a workforce with exceptionally high productivity.
Resumes and application forms are a low-cost way of an organization to gather the basic and background information about a person. Employers can format an application form in such a way that it asks about specific aspects of the applicant. The company can combine other background check methods with the information provided in the resumes and application letter to verify the content (Noe, Hollenbeck, Gerhart, & Wright, 2017). From the start, the company should ensure that the current employees manifest the culture of the organization in their daily activities to reflect how the company works. As such, the company can come up with specific threshold demands that individuals must meet before applying for a position. Attracting the right candidate is a challenge for many companies as many job seekers will apply for any job advertised even if it is not closely related to their qualifications.
The perfect candidates keep in touch with the ongoing projects of the organization and have prior knowledge of its history. The individual is always passionate about working for the company. Hiring from within or depending on referrals made the employees ensures that the company hires candidates who are knowledgeable and familiar with the organization. A company that accepts unsolicited resumes can expand their access to qualified applicants. If the company does not have an open position, then it can keep the resumes on file for future consideration. The employer can contact the applicants and inform them in case there is an open position. Furthermore, an employer that accepts unsolicited resumes will have to comply with the applicable state and federal laws to ensure that they safeguard the information of the applicants.
It is important to understand the interviewee as it allows the human resource manager to learn their traits. The HR manager can use a couple of questions to try and find out how the individual would respond in a different scenario. The strategy helps in identifying persons’ true abilities. The way the interviewee responds to question can give a clue on their level of self-awareness. The employer gets a chance to test the communication skills and interpersonal skills of the candidate. The interaction provides the manager with an opportunity to identify personality and interpersonal styles. Human resource manager can take the chance to verify the information provided in the applicant’s form. Asking applicants to elaborate on their past job experiences makes it hard for them to formulate a lie.
As the employer, I am entitled to ensure that the HR selects applicants that meet the minimum requirements. One great way of influencing the hiring process is by using a panel when interviewing the applicant to reduce the chances of personal biases in the selection process. Another way will be to convince the HR manager to consider the capabilities and experience of an individual rather than focusing so much on the academic performance. I will ensure that the recruiter concentrates on checking if the applicant fits the job description and has the knowledge, skills, and abilities required (Huff-Eibl, Voyles, & Brewer, 2011). The applicant will have to take a job performance test to show the company what they can do given a chance.
An effective HR manager ensures that they carry the selection, recruitment, and placement process effectively to come up with outstanding employees. Applicants who show the needed knowledge, abilities, and skills fare the best fit for filling the vacant positions. A shared value culture ensures that all the employees recognize the direction of the company and feel part of the team. A simple interview can help verify the credibility of the applicant’s information and provide a chance to test their skills. The recruitment team can carry other tests such as the job performance test to test the abilities of the employee.
Huff-Eibl, R., Voyles, J. F., & Brewer, M. M. (2011). Competency-based hiring, job description, and performance goals: The value of an integrated system. Journal of Library Administration, 51(7-8), 673-691.
Noe, R. A., Hollenbeck, J. R., Gerhart, B. A., & Wright, P. M. (2017). Fundamentals of Human Resource Management.
O’Leary, J. (2016). On Fire: The 7 Choices to Ignite a Radically Inspired Life. New York, NY: Simon & Schuster.
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