Recruitment and Selection
Recruitment is one of the most important parts of HR, as if you get this process right you’re halfway there, as you have minimised any potential employee’s issues that can arise in future.
However, if the recruitment is not done effectively then this will have wide reaching implications for the organisation long term.
Therefore, it is still quite amazing how often employers can get this process wrong, either through neglect or ignorance. Even though everyone is aware how important and more importantly how expensive it is to recruit employees in our current market. The latest statistics show that to replace an existing member of staff it will cost you two and a half times the employee's salary. Therefore, it is important that the HR is involved in the entire recruitment and selection process.
Before recruiting for a new or existing position, it is important to invest time in gathering information about the nature of the job and conducting a job/work anaylsis of that role, asking the following questions:
- Has the function changed?
- Have the work patterns, new technology introduced or new products altered this job in anyway?
- Will there be any changes anticipated which will require different or more flexible skills from the new candidate?
- What skills do we need the new candidate to have that the existing job holder didn’t have but needed?
These answers will enable you to clarify the actual requirements of the job and how it fits into the rest of the organisation. It is recommended that you use the exit interview from current job holders to identify any gaps, problem areas or skills that are required for the new job holder to the employer's attention bring about effective change in that role. A systematic approach towards this will show that you are not just thinking about the content (such as the tasks) making up the job, but the job’s purpose, the outputs required by the job holder, what skills and aptitudes are required and how it fits into the organisation’s culture and structure.
Upon completing your job analysis for that role, you will be able to form the basis of your new or modified job description and person specification. After updating your job description and personal specification you will be able to start looking at methods of how to attract the right type of candidate for the role, managing the recruitment process. The entire recruitment and interview process must be conducted in a clear, fair, transparent and unbiased professional manner.
Employers must be aware that all advertisements placed should be genuine and relate to a job that actually exists. The adverts should appeal to all sections of the community using positive visual images and wording. It is considered best practice to get another HR colleague to proof read your advert before you take any action. Employers must ensure that there is nothing discriminatory concerning age, sex, marital status, sexual orientation etc within the advert. As your advert will have to adhere to the Human Rights Act (HRA) 1993, the Fair Trading Act and the Privacy Act. Check out the Department of Labour: Hire Guide or HRINZ Recruitment Guide.
Therefore, it would be recommended and considered best practice to include HR in all recruitment, selection processes and interviews even though this is not widely practised in New Zealand, it is the global trend, as better management of the recruitment advertisement budget and its accounting can lie with HR.
Screening and Skill Matching is a specialist HR function. A vast range of psychological testing and skills and competency matching software options are available. Normally, the HR practitioner accompanies the interview panel with an organisational view to helping line managers in making decisions on the suitability of the candidates to the organisational culture. Check out the HR Tool Kit or HR Marketplace.
Successful recruitment depends upon finding people with the necessary skills, expertise and qualifications to deliver organisational objectives and the ability to make a positive contribution to the values and aims of the organisation.
After going through such a lengthy task of recruiting the right person for the job, you will want to ensure that you keep this person for your organisation. Your new employee’s impression of the organisation will be made on how well they have been treated on their first day at the office. It is very important that someone inducts the new employee on their first day or within the first week. Well-planned induction enables new employees to become fully operational quickly and should be integrated with the recruitment process.
This approach also means that new employees can settle in and start contributing effectively to the organisation's business as soon possible. All new employees should know the organisation's aims, objectives, organisations policies and what is expected of them.
HR Tool Kit:
- HR Guide to Writing a Job Description and Person Specification
- Employee Background Checks
- Induction Process
- Individual Employment Agreements
- Prepare Your Own Employee Handbook
- Workbridge Guide to Recruiting Disabled People
- Casual Employment
- Psychometric Testing
- Recruitment Agencies
- Example of Job Description Template
- Generic Job Analysis Template
- Good Faith