In human resource management, recruitment and selection itself is a huge topic but let’s discuss critical elements of recruitment and selection processes for an organization.
Recruitment: Availability of advertising recruitment online and job websites is growing day by day which is encouraging companies to approach candidates directly instead of depending on recruitment agencies. Online job portals are easily accessible, quick in response and inexpensive. Though these sites offer tools to assist in shortlisting the candidates, the key challenge still remains.
It is important to attract the right number of qualified candidates by structured advertisements. This involves having knowledge about the job market and availability of interested and suitable candidates. If the candidate availability is more, then you can be more specific with the words that you choose for the advertisement such as experience and background. This will save a lot of time and doesn’t unnecessarily raise the expectations of candidates. Ultimate objective is to attract a good number of high profile candidates.
A job interview is not just facing the interview panel, skills will be tested before the interview, during the interview and after the actual interview.
In most of the positions, the ability to read and write plays an important role. To show that we are suitable for the job requirements it will only take few minutes to demonstrate. One manufacturing company terminated a new employee as he could not do what he claimed during the interview. The candidate claimed he had experience in operating a particular machine so he was employed in a trade, with the specific intention of operating a machine and he was hired. Later it was obvious that he did not have the necessary skills which he claimed earlier and hence his services were terminated.
This type of costly mistakes can be avoided. Practical assessment should be included during the selection process itself. Best assessment would be to actually set up a machine and run it. If that is not possible, standing next to the machine and asking specific questions about its operation will quickly confirm the level of expertise. Asking a number of “what if” questions would show his depth of knowledge. Another example would be running a quick role play during the interview to demonstrate customer relations skills when we are hiring for a customer service role.
Recruitment and Selection Success
The Pareto principle of 80/20 rule applies to recruitment and selection also; i.e. 20% of the effort produces 80% of the results. Various management attitude surveys make the point well and a question was asked: With the current information at hand, how many of your current employees would you like to re-employee? The answer was 60%. Australian employers incurred a cost of $4.3 billion per year for poor employee performance.
In most of the management trainee programs, participants more commonly raise issues on poor performance. Lot of performance problems can be avoided if the efforts are directed towards proper recruitment and selection processes. To sum up, success of recruitment and selection involves many vital elements but two things that require focus are:
- Conducting targeted advertisements for attracting the right talent for the job at hand.
- Using an appropriate method in the selection process such as group discussions, roleplays and practical assessments as per the position to be filled.