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Employee selection is one of HR’s strategic roles and key performance indicators. It involves manpower forecasting, staffing and retention activities. By planning, recruiters collaborate with hiring managers in predicting and anticipating the demand for personnel. This is a pro-active approach to ensure there is adequate supply of highly qualified candidates suited to fill in current and future vacancies. Human resources and requisitioning department heads identify and justify the need for new hires. Consequently they define job specifics, set parameters and allocate budget. As an executory body, HR is well-trained in this field. To achieve their goals they employ appropriate selection systems as well as standardized policies and procedures that are necessary for delivering the best prospects.


Below are some employee selection strategies, most admired firms adapt to ensure success in hiring the best candidates.

  • By putting in place effective recruitment initiatives, organizations will be able to serve job openings at any given time. Sources and availabilities of talents possessing the knowledge, skills, and abilities (KSA) necessary to perform the most critical and technical tasks, will vary depending on Top Management’s support and how a particular company adjusts to changing technological trends. Great hiring entails significant operating expenses and for some, sizable investments in infrastructure.

  • Create an employment brand. Do you provide competitive compensation and benefits package? Is your company in the top echelon of corporations? Have you been operating for over a decade or more? Do you take care of your employees? These are just some of the many questions applicants consider before joining any organization. If your answer is yes to all questions then there’s a big probability that you will be able to find the perfect match. Make your company the employer of choice. This way, you will be able to attract topnotch individuals to come and join your firm. As a result, you will have a pool of well-qualified candidates to select from as well as more negotiating power to ensure that you’ll take in the cream of the crop that best suits your budget.

  • In Canada, the job market is very competitive as it has a huge blend of talents, coming from a variety of cultural backgrounds, and skills sets. Therefore, HR must have more options expanding and improving its selection schemes, so that it can provide better impact to the organization. Efforts must be made to exhaust and optimize all recruitment channels and sources by deploying computerized screening and electronic database management systems like Taleo.

  • A candidate may have all the skills and experience required to be successful on the job, but a recruiter must confirm that they have the proper references. Conducting a comprehensive background investigation validates the credibility of a recruit. Through this process, a company can certify their credentials. Resumes are unfortunately often manipulated. As a consequence, feedback from employers matters more and more. Be vigilant in doing reference checks, it should be a direct supervisor of the candidate that you are speaking to since colleagues can be friends with an overly emotional attachment to the prospect.

  • In some countries, checking the candidate’s background is not limited to just authenticating work performance, attitude or contributions with past employers. It extends to knowing how the person relates to the community. This may require them to undergo drug testing, or other tests to comprehensively assess their character before placement.

  • Do not limit yourself to interviewing candidates using only the “generic” interview questions. Take time to develop a unique and well-structured one to assess competencies to a greater extent. Most applicants, because they’ve been applying to so many jobs, are used to answering the standard questions, and many simply say the answers hiring managers want to hear. To really target the person that’s right for the job, perform an extensive screening. For example, if you are looking for a sales personnel, give him actual sales simulation exercises, and see how he’ll be able to use his expertise in actual scenarios.


The list could go on and on, but one thing is for sure, there is always risk attached to hiring. Even if you have selected “the best of the best”, organizational fitness still matters. Install an on-the-job trial to be sure that you’ll only choose the right fit before fully offering the job. If your first choice fails, try the second one. That’s why it’s always necessary to have a backup. Try to have at least three shortlisted candidates on your list for any position.

Adapting best practices in your process will surely influence the company’s bottom line in a meaningful way. Remember, through effective selection, organizations will have repeat customers, increased revenue, a more engaged workforce, sustained job performance, lower turnover, and much more.


M G Beltran | Contributing Writer

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Blog, Human Resources

One of the responsibilities of managers and supervisors is to make sure that every employee follows company rules and regulations. A written reprimand is given to an employee who violates the policies and procedures or whose performance is below standards. It also serves as reference for any future reprimands. The following tips will help you understand when to use this measure and how to create a professional, yet effective letter. keep reading

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Blog, Human Resources

Good workplace rules keep employees safe and the business running smoothly. Enforcing those rules is important both for employers and employees. Employees need to know, understand, and comply with company rules. It’s the employer’s responsibility to make sure all regulations are followed consistently. Every employee should be aware of the repercussions for breaching the rules. It could result in disciplinary measures like warnings, suspension, or termination. The following factors should be considered when implementing and enforcing workplace rules and regulations: keep reading

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Blog, Human Resources

When done right, succession planning is the seamless process of replacing a top executive when they decide to leave an organization. However, as business trends change, so does the system. The practice is now more inclusive and has a wider scope. Aside from exit strategies, succession planning should take into account both the short-term and long-term stability and sustainability of a company’s human resources, as well as the individual development of its employees. keep reading

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Blog, Human Resources

Hiring can be a difficult process. You need a position filled quickly but you’re not sure where to look, or you don’t have time to conduct a search with all the other things you have to do. There are lots of companies dedicated to helping businesses address this issue but weeding out the good ones from the bad can be almost as confusing as actually hiring a new employee. keep reading

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Blog, Human Resources

Human resources is one of the most important departments of a business, handling everything from hiring, training, and employee satisfaction to safety and remuneration practices. In executing these duties, the HR team is expected to balance the needs and goals of the company against the needs and rights of employees.

A few small adjustments can improve the efficiency of your HR department and, ultimately, of your entire organization. Here are some tips to help in key areas.


Recruitment

Use web-based tools. Go to where today’s job-seekers are: on social media, in particular LinkedIn, Facebook, and Twitter. Post job openings on your company’s social media, where shares will help give you the widest net possible. Also crucial are online job-search engines like Indeed and Monster, which are among the go-to destinations for people looking for jobs. Finally, make sure your company website features up-to-date postings about the latest job openings, as candidates will likely find your site while researching your industry.

Tap your existing networks. Employees already know the organization, so they’ll have a good understanding of what sorts of people will likely be a good fit at the company. In addition to existing staff, your own business contacts and others in your personal network may also suggest strong candidates. You never know where that next great hire will come from.

Participate in career fairs. Job fairs, such as those aimed at college and university graduates, provide opportunities to meet face-to-face with large numbers of skilled and interested candidates who are actively seeking work. It’s also an excellent opportunity to increase the visibility of your organization.


Performance Management

Monitor job performance regularly. The sooner difficulties are identified, the sooner they can be addressed for the benefit of everyone, employees and employer alike. Don’t wait until scheduled evaluations like annual reviews to commend employees or point out and address deficiencies and shortcomings.

Recognize and reward stars. By consistently rewarding strong performance within your organization, you’ll encourage your whole staff to continue to work hard and strive for excellence, which will not only help productivity and the overall quality of work, but also boost employee retention.


Communications

Invite feedback. Let employees know that HR is willing to listen and respond. Create easy and safe ways for people to voice their ideas, suggestions, comments, and concerns. An open-door policy for HR, as well as online surveys and a suggestion box (both physical and virtual) are just some of the tools you can use to encourage the staff to give their opinions.


Technology

Embrace the future. Use technology for virtually every aspect of the HR department’s responsibilities; if you haven’t already made the switch, do it now. Software is available to streamline HR administration, improve record-keeping, help manage talent, enable secure access to documents, and a number of other functions. It may seem like a major disruption at the outset but integrating the latest technology can save your department and the organization at large time, money, and effort in the end.

 

– M. Wronzberg

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