Assuming that you are the H R manager of an organization state any to source you would look into while recruiting employees
Answers
Explanation;
7 key steps to help ensure you get it right, first time
Step 1: Understand your need – job analysis. Ok so you have decided you need to take on more staff because you have got more business, need to spend more time on sales or whatever. Great. But do you really know what you need? Critically evaluate your existing resources. How does that measure up to what you need going forward. This gap, which might be described in functional terms like tasks, responsibilities, skills is the basis of defining the role. It is important to go one step further though and consider what would someone who is doing the job well look like. Always aim for a high performance level not an average one.
Step 2: Understand what you want It isn’t just about what you need for the business but about the type of person you want, or more precisely the type of organisation you want to create or maintain. Broadly speaking what I am talking about is culture – “the way we do things around here”. It is about the values and ethos you want your business and the people in your business to promote. It is about how you communicate with each other, the level of engagement and involvement, the way customers and suppliers are dealt with, the degree of flexibility and “we’re all in this together” that you need, the image your business portrays and so on. It is a fundamental part of your brand. It is important therefore that each person you bring into the business reflects and buys into that culture.
Step 3: Write a job description By now you should know the following:
Broadly what the role entails (definition) The tasks, responsibilities and accountabilities involved What a good performer looks like and what competencies i.e. skills, knowledge and attitudes are necessary to achieve that What challenges and opportunities will be involved What type of person will fit your organisation – the personal characteristics These elements basically make up your Job Description or Job profile and shouldn’t just be used for the recruitment process, but form the basis of your selection criteria, your training plans, goal / target setting and performance review. Related: Six Great Employee Hiring Ideas For The New Economy
Step 4: Decide on your selection process and criteria Once you have decided what you need and want and have written your job description you should figure out how you are going to receive applications and assess and select candidates. Applications are typically by CV and perhaps cover letter or by application form. Some organisations opt for online processes. It really depends on what you prefer. Interviewing is the most common form of assessment, with competency-based interviewing being the most robust interview method (it is proven to be the best in terms of predicting or assessing future performance capability). In addition you might want to consider shortlisting as a first step – this is a CV screening process and is usually based on some limited essential criteria. Given the high volumes of CVs being received currently this is a sensible addition to the process. You should also consider aptitude tests and / or psychometric tests. These should never be used as the only selection method but rather as an additional aid.
Step 5: Identify sources and launch search Now that you have all the ground work done think about where you can find suitably qualified candidates. You can of course resort to newspaper adverts and recruitment agencies. More likely though you will go the route of Jobs Boards / websites. But please don’t forget your networks and contacts. LinkedIn, Twitter and Facebook are all valid (and increasingly popular) sources. The more targeted you can be, the better the outcome. Networks are probably the most cost effective way of targeting new employees but may not always be the most efficient. Related: 6 Ways Companies Can Motivate Smarter
Step 6: Shortlist candidates
Using the criteria you have already set and taking pen and paper sift through all of the CVs and identify those that meet the requirements. You may want to have a marking system for particular criteria – this will make life easier if you have a large number who meet this first stage but only want to progress a small number to the next stage of the process.
Step 7: Make your selection – Interview, assessment, reference check, medical – dig deep Once you have your shortlist of candidates you will move to the next stage. We have already mentioned the value of psychometric testing. In terms of interview you may decide to do one, two or several. You can conduct telephone interviews, one-to-one or panel.
In any case what is most important is that you know in advance what you are going to ask, that it is based on assessing the extent to which the person meets the criteria and that you dig beyond the surface.