In Jim Collin’s book ‘Good to Great’, he has written a lot about getting the “right people on the bus.” A successful business starts with the organization’s ability to find and hire the best people. When hiring, it is important for companies to look not only at a candidate’s skills, knowledge and experience, but also his ability to work with others, the ability to adapt to change and communication skills.
Recruitment can be defined as the overall process of encouraging participating, ordering, selecting and appointing suitable candidates for roles within an organization. Employee selection is the process of putting the right candidate on the right job. It is a procedure of matching organizational needs and requirements with the skills and qualifications of candidates. Since the processes of recruitment and selection are the backbone of the success of any organization, they must be done accurately and effectively. Thus, in this article we are going to discuss about effective recruitment and selection.
How can Recruitment be made effective ?
Recruiters play a very important role in the success of an organization. They essentially act as a filter which when used properly, only selects the best qualified candidates. In a perpetually modern and competitive business world, organizations need to hire people who are adaptable, loyal, knowledgeable, dependable, productive and confident, thereby creating the path to success. Effective recruitment methods and strategies benefit organizations in various ways.
Employee engagement and productivity, sustained job performance, less absenteeism, employee retention and low turnover are some advantages of best practices in recruitment and selection processes. All of these benefits have an impact on the organization’s success, which illustrates how important the recruitment and selection process is to an organization’s workforce and overall performance in the market.
The steps to make the recruitment process effective are –
- Know what you’re looking for – The first important step Most of the skills your employees need can be learned, so my first recommendation is to focus your recruiting efforts on finding people who will come to work every day on time, be flexible and optimistic, work hard, and care a lot about others and the organization as a whole. There are lots of ways to test for these characteristics; the key is to find the ways that work for you. What are the qualities and attitudes you want in all of your employees? Once it is decided, focus on finding applicants who have them.
- Keep in touch – One of the greatest challenges is keeping applicants interested so that they’ll be available when the organization is. The best candidates usually have lots of choices, and they respond best to those companies and hiring managers who communicate effectively and show interest. Multiple strategies should be used for keeping in touch, letting candidates know the company is still there and interested, and that it is available to answer any questions or react to possible changes in their status. This is not just for HR’s use, hiring managers also have to develop and maintain good relationships with their potential employees. If the manager and candidate click, then the applicant may be willing to engage on another opening with that manager.
- Train the hiring managers – HR people are trained to interview and adhere to the best practices and legal requirements. They do it often enough to get good at these skills and abilities over time. But what about the hiring managers? Regular classes should be conducted so as to train and certify managers to interview effectively and properly. These classes should include lots of role-playing, coaching and positive, as well as negative feedback. Make sure the interview process is simple and well-documented.
- Find out different sources – There are state agencies in every town that help connect people in need of jobs with potential employers and organizations. They’re called One-Stop Career Centers and they represent people who are unemployed or underemployed—such as veterans and people with disabilities—and can be a great source for a company’s talent pool.
- Treat candidates like customers – Whether there’s a war for talent or not, any company must follow the golden rule and treat all candidates the way they would like to be treated. Far too often, the application and interviewing experience is less than a good experience. It doesn’t take much more planning and effort to make it warm and personal, sensitive to applicants’ needs and anxieties, and reflective of some of the best service one experiences elsewhere. It’s a matter of commitment and focus, and this can pay large dividends to any organization. Applicants talk to others and the stories they tell about a company can help build up, or destroy, one’s brand. Make sure the story they tell about the company is a good one.
How can Selection be made effective?
The selection process can be defined as the process of choosing and shortlisting of the right candidates with the necessary qualifications, knowledge and skill set to fill the vacancies/jobs in an organization. The selection process varies from industry to industry, company to company and even among departments of the same organization. Proper selection and placement of employees leads to growth and success of the company. The company can similarly, only be as good as the productivity of its employees.
The hiring of talented and skilled employees results in the achievement of company goals successfully. Industrial accidents also drastically reduce in numbers when the right technical staff is employed for the right jobs. When people get jobs they are good at, it creates a sense of satisfaction with them and thus their work efficiency and quality improves significantly. People who are satisfied with their jobs often tend to have high morale and motivation to perform better, and achieve personal goals.
The selection process can be made effective through the following steps –
- Preliminary Interview – This refers to a very general and basic interview conducted so as to eliminate the candidates who are completely unfit or inappropriate to work in the organization, who would not be productive to the company. This leaves the organization with a pool of potentially fit employees to fill their vacancies.
- Receiving Applications – Potential employees apply for a job by sending their applications to the organization. The application gives the interviewers information about the candidates like their bio-data, work experience, skills, abilities, hobbies and interests.
- Screening Applications – Once the applications are received, they are screened by a special screening committee who choose various candidates from the applications to call for an interview. Applicants may be selected on special criteria like qualifications, work experience, knowledge and skills.
- Employment Tests - Before an organization decides a suitable job for any candidate, they have to assess their talents, skills and abilities. This is done through various employment tests-like intelligence tests, aptitude tests, proficiency tests, personality tests etc.
- Employment Interview – The next step in an effective selection process should be the employee interview. Employment interviews are done to identify a candidate’s skill set and ability to work in an organization in detail. The purpose of an employment interview is to find out the suitability of the candidate to fit in the organizational culture and to give him/her an idea about the work profile, the role and what is expected of the potential employee. An employment interview is highly critical for the selection of the right people for the right jobs.
- Checking References - The person who gives the reference of a potential employee is also a very important source of information and should be considered. The referee can provide important information about the candidate’s capabilities, experience in the previous companies and leadership and managerial skills. The information provided by the referee is meant to be kept confidential with the HR department.
- Medical Examination - The medical exam is also a very important step in the selection process. Medical exams help the employers know if the potential candidates are physically and mentally fit to perform their duties in their jobs. A good system of medical checkups ensures that the employee standards of health are higher, they are productive and there are fewer cases of absenteeism, accidents and employee turnover. Hence, medical examination should be in an effective selection process.
- Final Selection and Appointment Letter - This is the end step in the selection process. After the candidate has successfully passed all written tests, interviews and medical examination, the employee is sent or emailed an appointment letter, confirming his selection to the job. The appointment letter contains all the details of the job like working hours, salary, leave allowance etc. Often, employees are hired on a conditional basis where they are hired permanently after the employees are satisfied with their performance.
Effective recruitment and selection can support a company to achieve faster levels of growth. Streamlined, efficient recruitment and selection processes deliver higher-quality, more engaged candidates, providing a competitive advantage that directly impacts on business performance and success. Using effective recruitment and selection strategies are important to hire good employees, who are dedicated towards the organization and their work and contribute to the organization. These factors ultimately determine the success of an organization, hence they should be kept in mind.