Recruitment and selection are the primary functions of the Human Resources Department that have a significant impact on organisational performance and achieving its goals. Hiring the right employee in the organisation is crucial, as it directly affects the overall productivity of the workforce and the growth of the organization. Through this article, we will share some effective practices for HR managers to build a successful team.
Firstly, it is imperative to develop a proper job analysis. HR professionals should work closely with the relevant line manager to draft a detailed job analysis that includes the roles and responsibilities of employees and the specific qualifications, experience, and skills required for the job.
Nowadays, there are many sourcing channels to advertise and attract a pool of diverse candidates. Many of these sources are free or charge a minimum fee to boost your advertisement. This can include social media, LinkedIn, Indeed, university career fairs, etc. Using more sourcing channels increases the chance of getting the right candidate.
Now begins the selection part. In this stage, we shortlist potential candidates by carefully screening their resumes to see who possesses the necessary qualifications and skills for the job. At this stage, it is important to shortlist the right pool of candidates, as negligence here will waste all the time and resources.
After initial screening and shortlisting potential candidates, it’s time to call them for an interview. The interview is the stage where you can find the person who fulfils the requirements of the job and possesses extra skills, making them the right choice. At this stage, many interviewers make a mistake by only judging candidates on their technical and soft skills. What they must check is whether the candidate sitting in front of them is culturally fit for the organisation or not.
Often, employers get impressed by candidates’ qualifications and skills and select them, but they do not fit the organisation’s culture, which leads to less productivity and increases resistance from employees. So it is important to check the fitness of employees in an organisation’s culture.
Assessments of candidates can be done through different means other than interviews, like personality tests, psychological assessments, or any other assessment that can help in identifying suitable candidates.
The selection process ends with cross-checking the references of the candidate and checking the candidate’s past record, including their criminal record. Checking the references and background is important before inducting an employee, as this minimises the risk of hiring the wrong person.
In conclusion, HR professionals should constantly assess and review their system and fill the gaps or deficiencies in the hiring process. Feedback from employees will very much help in this process, eventually creating an effective hiring process.
By following practices like these, HR managers can contribute to the growth of the organisation by hiring an effective and high-performing team that will yield benefits for the organisation in both short and long terms.
—The writer is contributing columnist, based in Rawalpindi
Email: shabbiralikhan31@gmail.com
