How do you recruit and select staff?


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How to recruit and select staff when positions become vacant in organisations

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How do you recruit and select staff?

  2. 2. The importance of recruiting andselecting the right staffDevelopment can help great people become even better….but if I had a dollar tospend, I would spend….70 cents….getting the right person in the doorWe are concerned with hiring….but do we treat it….strategically….as the mostimportant aspect of business. Are we professional students of hiring?There is only one thing that really mattered in the long run to the health of theenterprise….namely….the quality and character of the workforce Tom Peters The Little Big Things
  3. 3. The importance of recruiting andselecting the right staffThere is a large amount of money spent every year by organisations onrecruiting staffOrganisations can, however, waste money in a number of areas if the successfulcandidate is unsuitable or leaves after a few weeks or months ◦ Recruitment costs; for example the cost of adverts ◦ Induction training – the time and effort invested in training can be large. In the contact centre industry, for example, there is often high turnover of staff with new starters staying only a few weeks before deciding the role is not for them ◦ The costs of having to subsequently re-advertise the role and go through the whole process againWhat is generally overlooked is the impact on the morale of long servingstaff if they see a high number of colleagues comes and go.
  4. 4. The recruiting managerThe recruiting manager should decide whether the role will be permanent ortemporaryIn the UK, a number of new starters are recruited on temporary contractsThis brings with it the advantage that, if the successful applicant does not fit intothe role, the company can let them goHowever, the disadvantage is that new starters could look for a permanent roleelsewhere and may leave early in their employment.
  5. 5. The recruiting managerThe recruiting manager should draw up a job description and personspecification for the vacant role if the documents are not already available These are generally standard company-wide documents that specify the duties that the appointee will carry out and the skills and competencies that applicants should have For example, in a sales role, it will be beneficial for applicants to have developed some negotiation and customer presentation skills The Human Resource Manager will be able to check these documents or help draw them upIf a job grading system is in place, the role should go through the relevantprocessThe job grading process will identify the salary band that the role falls into andthe benefits package that comes with it.
  6. 6. The recruiting managerThe organisation may have standard processes for managers to follow to attractcandidatesIf the company does not have a standard policy, a cost analysis should be undertaken todecide if it will be more effective to advertise the role and through which channels, or touse an agency or specialist recruitment firm Using employment agencies or recruitment companies can have the benefit that they will undertake part of the selection process; such as, application and CV screening, initial candidate interviews and testing The downside is that the agency needs to be very clear on the kind of person that the company is looking for and the kind of workplace environment that they will be joining. Often too little time is invested to make sure the agency or recruitment company is clear on these points There are a number of ways around this including, for companies who recruit regularly, having a dedicated relationship manager at the agency.
  7. 7. SelectionOnce applications have been received for the role, the selection process shouldbe clear and a timetable drawn upThere are a number of methods a company can use at the selection stageThese include identifying whether the candidate has the required skills andexperience from their application or CV, face-to-face interviews, assessmentcentres and completion of case studies or presentationsMany companies like to conduct initial telephone interviews to draw up a short listof candidates.
  8. 8. SelectionWhatever selection process is used, managers involved should be fullyaccredited and act in a consistent manner◦ For example, if the selection process consists of criteria-based interviews (where candidates give examples of how they meet the various requirements of the role), all managers concerned should be trained to ask questions in a consistent manner and on how to rate the answers that candidates give◦ Senior managers or a Human Resource Manager may wish to audit the process to ensure there is consistency of applicationWhen the successful applicant has been identified, appropriate referencesshould be soughtIn addition, feedback should be given to those candidates who attendedinterviews or other selection events and were unsuccessful.
  9. 9. Is a job description in place – are we clear on the skills, competencies and experience that the successful candidate will need? Is the role temporary or permanent? Is there a job grading process and has the role been assessed?In Summary What is the best way to attract candidates – directly by the company or by using an external recruitment agency Is the selection process clear? Are managers involved in the selection process clearly briefed (or accredited)? Is the selection process carried out in a consistent manner by each manager involved? Have references been taken on the successful candidate? Has feedback been given to unsuccessful candidates? Picture: from