Recruitment, Essay Example

For the past 20 years, I have worked in several companies. Twelve years of this time I have been able to work as a human resource manager in three companies including my current job at the Eastland Water Packers. In my experience I was able to realize that while it may be necessary to follow and observe the normal rules of good hire. It is also very important for one to incorporate these rules with some other aspects that sometimes may not be taken seriously but are very crucial to hiring a highly productive candidate for a given position. These aspects work together with the normal hire processes as follows.

One has to thoroughly understand the job to which a filling is required. On this aspect the recruiter needs not only just be aware about the position to be filled but also be an expert at doing the tasks required of the position holder. In actual sense he or she needs to understand the expected output of the job (Lawrence, 2004). This aspect gives the recruiter an ability to ask some kind of precise questions that are meant to find out how the candidate would perform a given task or approach a given description of a situation. It will also help him or her ask questions that will enable identification of areas in which the candidate is weak or strong in as pertains to the required skills for the job. He or she needs to capitalize on behavioral interviewing (Richard & Jack, 2001). One needs to be aware of what is needed. If the recruiter has not first hand experience of the job in question, he or she needs to examine either the current position holder or any one anywhere who comes close to possessing the required skills, list his or her attributes and ask ones self which others would he or she need in permanent employee for the job.

Besides understanding in great depth the ABCs of a given job description, an excellent recruiter should come up with two to three most critical skills that can aid a person to do the particular job in question perfectly. He or she should come up with a full list of the required skills. Choose from them the most critical ones by asking ones self that, if given a chance to choose, which ones would she or he let go (Lawrence, 2004). These critical skills are supposed to be the central measures for the best fit candidate. There should be no compromises to matters pertaining to the critical skills. I think this is very important because, getting a candidate with many skills is hard to keep him or her happy for so long on the job; most of them are far much aware of their worth even before they are conducted for the particular interview.

It is very important that the recruiter focuses most of his or her screening questions on areas that are directly affecting the job. Some recruiters will tend to dwell on questions about a candidates way of life, previous job experiences and many other lengthy talks that are less result oriented. But my experience has taught me that it is more productive in terms of coming up with highly performing employees when one dwells more on questions that are in direct contact with the job.

Before carrying out the interview process, one needs to be aware of how much he or she is willing to pay for the prescribed skills and tasks required by the job. He or she can make these decisions by consulting trusted friends and colleagues in the same position or work in a similar setting. This same strategy can also be used to identify people with the required expertise. The technique enables one to make informed decisions on the appropriate payment for a most preferred candidate to relocate for your job (Nathan & William, 2006). The decision made should be inconsideration of the company annual budget. For instance one cannot hire for $ 100,000 annual salary while the company annual budget for the particular department falls at $ 90,000.

In matters of financial processes, it is important as mentioned earlier for the human resource manager to allocate most of the money allocated to the department in processes that aid finding the required candidates for the vacant positions of a company. For instance if the department runs on an annual budget of $ 1,000,000, it might sound logical for the manager to spend $ 700,000 on aspects of advertising, calling the colleagues and friends for inquiries on required packages and the availability of best fitting candidates. This is a budget that cuts on the recruiter benefits and the interview logistics in general. Where by the remaining $ 300,000 takes on the remaining logistics since they are things that might only takes less time.

It has been witnessed that most recruiters in the processes of carrying out their task always get biased in their hiring decisions due to obstruction of cultural fitness look of the candidates. This results in choosing of candidates with less productive and competitive attributes. On realizing this, I decided to make steps to avoid this bias by resorting to always conduct my first interviews with a candidate on the phone before meeting him or her for the face-to-face interview session.

Another important aspect is that one should always try to keep the interview environment calm and not over scaring to the candidate. Sometimes making games and some little bit of jokes makes candidate comfortable and enable the interviewer accurately perceive how the candidate normally functions. This is for the reason that an interview process is meant to make understanding of the candidate’s ability to perform in your particular organization within the shortest time possible (Richard & Jack, 2001). Therefore, creating unnecessary stress on the candidate in the process hampers the achievement of the main objective.

References

Lawrence, G. (2004). The Art of the Interview: Lessons from a master of the Craft. New York: Three Rivers Press.

Nathan, J. G. & William, L. F. (2006). Effective Interviewing and Interrogation Techniques, Second Edition. Academic Press

Richard, C., Mary, V. & Jack, L. (2001). Strategic Interviewing: How to Hire Good People ( J-B-UMBS Series). Jossey-Bass