means, you normally hear the "human resources" in your organizations or the real corporate world. Formerly, this function was most commonly associated with the person on staff who handled employee paperwork and personnel files. Besides, he / she make sure everyone got their pay's, process performance reviews, and many more.
These days, role of HR has become more complex and dynamic for businesses. Some companies even refer to HR's activities as "human capital management" (HCM) to reflect the more strategic, leadership-oriented nature of the department. Within most corporate HR functions, the atmosphere is simply too politically charged to even consider raising this powerful question: "Which HR function is major of all; with the highest impact on two critical business success measures - revenue growth and profit margins?"
Off course answer to this is only one... "Recruiting" is the most impactful HR function.
The recruiting function by a HR, provides growth and better profit margin, and provides powerful performance improvement in an organization. But one thing need to be considered, Branding and Recruitment goes hand by hand because branding is an integral part of recruiting.
Now, the biggest challenge lies in recruitment is how do you find and match the right people to the right jobs. This can be achieved by including comprehensive people strategy, a well-structured recruiting and selection program. The key to create these program lies with a proven recruiting process for the positions you need to fill. Beside, recruiter needs to control his / her temptation to omit step, because shortcutting any process whether it's recruiting or some other effects desired results... A this point, we can follow steps & perform them wisely to get desired results.
Creating Point to Point job description
The basic step is to make sure while pitching for an open position we need an effective job description in the organization. Job descriptions should reflect precise thought for the roles the individual need to fill, the skill sets they'll need, the personality attributes that are important to completing their tasks, and any relevant experience that would differentiate one applicant from another.
Craft 'Hitman' profile
Creating a "Hitman Profile - means profile which meet success" is as important as creating job description. This includes position description such as team leaders, managers and executive.
To accomplish this goal, you need to identify any skills and attributes that are common to the creamy layer but missing from the other layers.
Hit perfect advertisement medium.
Advertisement need to be posted in the medium, which is most likely to reach potential job candidates. Importantly, the Internet has become the leading venue for posting job openings, but don't ignore overlook targeted industry publications such as LinkedIn.
Screening Best Candidate over Resume & Phone
On successful advertisement, we used to receive lot of resumes
, sometimes more than anticipated. Knowing what we are looking in terms of experience, education and skills will help us to filter out the resumes quickly and identify potential candidates. Once we have handful resumes of potential applicants, call the candidates and use your phone screening questions to further narrow the field. Using a consistent set of questions in both this step and your face-to-face interviews
will help evaluating candidates equally.
Assess potential candidates
We need to assess potential candidate for their skills and attributes via proven scenario. The hitman profile created for each position will help determining the behavioural traits which are important for that position. Beside, assessment test can be administered in person or online. Online testing and submission of results can help you determine whether the applicant should be invited for a personal interview.
Once we select candidates based on the previous steps, schedule and conduct the interviews. Use a consistent set of questions to maintain a structured interview, and meeting them with concerned authority for further screening, offers a sound basis for comparing applicants.
Selection of the candidate & Making Offer
Once applicant is selected by concerned team or authority, make your selection by matching the best applicant to the profile. Once it's done, run a background check on the individual to uncover any potential problems not revealed yet.
Make offer to the candidate who seems a potential candidate who will join the organization with no back outs, as backing out is the major problem these days. This can be done by screening the information collected during the interview process, which will provide with important insights.
Beside all these steps, if you need your organization to attract and retain good clients; comprehensive people strategy must include a recruiting and selection strategy that attracts and retains quality employees.