|
|
|
|
| Home >Jobs > EMPLOYEE SELECTION |
|
|
Human resource department of an organization aims at acquiring the best talent for fulfilling the organization’s skill requirements. Organizations must develop a strategy for recruiting and selecting the employees. The process must be well defined.
Requirement Analysis
Organizations should analyze the requirements first. The human resource department or the recruitment team should analyze the job position. They should prepare a list of skills, competencies, and abilities required for the job profile. They should also decide the type of employment the job will need, i.e. part time, full time or student-training program
|
Selection Procedure
There should be no bias. All candidates should be given a fair and equal treatment. Organizations should follow a standard procedure to recruit employees. The job profile must be taken into account for the purpose. Selected candidates must fulfill the criteria laid down by the organization.
Invitation for Applicants
Organizations must decide their invitation media very well in advance. They can give advertisements in newspapers or post their vacancies on websites– recruitment portals and organizations’ websites. The candidates should be informed with all the important dates and details.
Screening Test
Recruitment team must screen the applicants to reduce cost and time by either a personal interview or through resume selection. They can also set certain eligibility criteria for the respective jobs, like 60+ throughout in academics or minimum experience level required.
Interview
Recruitment team should invite the short listed candidates for interview. The date and venue must be conveyed to the candidates well in advance. Working candidates should be accorded some flexibility in the interview date and time.
Competency Testing
After the candidates have been short listed through HR interview, organizations must test their job related skills and competencies. For the purpose, various tests such as aptitude test, general intelligence test, etc. can be conducted. At times, competencies of the candidates can also be checked by taking their work sample tests, i.e. providing them with a piece of work related to the job profile. For example, a candidate applying for programmer profile can be asked to construct a program or a candidate applying for management profile can be given a case study to solve.
Employee Appointment
On final selection of short-listed candidates, they must be given offer letters and appointment letters specifying their job position, job profile, remuneration, date of joining and other important details. Conditions of employment must be stated clearly.
Orientation
New joiner must be provided with induction program so as to familiarize him/her with the organization and its work culture. His/her team leader or reporting officer or superior should discuss the job profile and should explain the joiner’s role and responsibilities to him/her.
Training
If possible or required, the selected candidates should be given a formal training related to their work. They must be given time to adjust themselves in new environment and job profile. For the purpose, mentorship programs or coaching programs can be adopted.
|
|
|
