Recruitment And Selection Process

The most important job of a Human Resources individual is the selection and hiring/recruitment of employees. It cannot be liability that the achievement of any firm depends on the quality of human resources or talents in that firm. This is why it is very important for any human resources expert to be very sure of hiring the right staff without cooperation anything from the beginning. The questions behind your mind while foundation for talents should be can these staff deliver? What are their strengths? Can they fit into the corporate goal and objectives of the firm? What are their competencies? Can they be trained? Can they pursue the vision of the firm? What values are they bringing into the organization? Are they coming to use our firm as a learning ground and move on with their career somewhere else? Can we count on them to fit into the succession plan of the company? Etc. Answers to these questions and more are why selection and recruitment seems to be an difficult task. It cannot be argued that most applicants fake their qualifications and experiences just to impress interviewers and get the job. It is very important then for interviewers to look away from the physical to determine how suitable an applicant is. This brings us to the issue of the capability analysis of those to be interviewed. Competency test is always one of the important selection strategies. This is because it goes beyond what eyes can see. It checks the behaviours of the candidates as well as their characteristics, which influences and drives their performance on the job. A competency can then be seen as the underlying characteristics of a person which enables him to deliver or not deliver superior performances in a given job, role or situation.

The competency of a candidate can be seen in his abilities, educational qualifications, Knowledge, abilities, success, strengths, social roles, self image, Traits and Motives. Where the candidate's skills, educational qualifications, knowledge, abilities, achievements, strengths and weaknesses can be easily identified, his Traits and Motives are always out of sight in the core of the candidate. The Motive and Traits of different candidates are always what separates the chaff from the juice. This then means that interviewers should pay more attention during selection exercises in the motives and traits of candidates more than their qualifications and experiences.

When there is an opening in a firm, it is always very important for the Human resources department to check secretly if there is any accessible staff that can fit perfectly into that location. While placing the advert, it is also very important for the HR person to know the job requirements for that position, the educational qualification needed, number of years of experiences on the job, the job explanation, the gender of the person needed etc. These will help in knowing the satisfied of the advert placement.

It is also constantly very significant for the advert to identify that each candidate should have his profile and career outline in the first page of the resume. This will make the short-listing job simple.