Blog, Human Resources

Employee Selection Strategies

Employee selection is one of HR’s strategic roles and key performance indicators. It involves manpower forecasting, staffing, and retention activities. Through planning, recruiters collaborate with hiring managers in predicting and anticipating the demand for personnel. This proactive approach ensures there’s adequate supply of 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. HR is obviously well-trained in this field. To achieve company goals, the HR team employs appropriate selection systems as well as standardized policies and procedures necessary for delivering the best prospects.

Below are some employee selection strategies that many successful firms utilize to hire the best candidates.

Initiatives and Infrastructure

By instituting effective recruitment initiatives, organizations will be able to serve job openings when needed. Sources and availability of candidates possessing the knowledge, skills, and abilities (KSA) necessary to perform the most critical and technical tasks will vary depending on management’s support and how the company adjusts to changing trends. Great hiring entails significant operating expenses and, for some, sizeable investments in infrastructure.

Create an Employment Brand

Do you provide a competitive compensation and benefits package? Have you been operating for over a decade? Do you take care of your employees? These are just some of the many questions that applicants consider before joining an organization. If your answer to all the above questions is “yes,” then you’ll likely be able to find an ideal candidate. Make your company the employer of choice and you’ll attract top-quality individuals, ensuring a pool of well-qualified candidates to choose from. This will also give you more negotiating power to build the perfect team that best suits your budget.

Optimized Screening

The job market in Canada is very competitive, with talented candidates from all over the world boasting varied skillsets. Accordingly, HR must have more options to expand and improve its selection process to provide the best value to the organization. Efforts must be made to exhaust and optimize all recruitment channels by deploying computerized screening and electronic database management systems like Taleo.

Check References and Background

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 and certifies their credentials. Resumes can be easily manipulated, making feedback from employers crucial. Speak to a direct supervisor of the candidate when possible, as colleagues may be friends of the prospect and may not provide appropriately objective feedback.

Thorough Vetting

In some countries, checking a candidate’s background isn’t limited to just authenticating work performance, attitude, or contributions with past employers, but can extend to learning how the person relates to the community. Depending on the law, this may include drug testing or other evaluations to comprehensively assess a candidate’s character before placement.

Strong Interview Questions

Don’t limit yourself to interviewing candidates using only generic questions. Take time to develop a unique and structured interview style to best assess a person’s competencies. Most applicants are used to answering the standard questions, and many give the answers they believe that hiring managers want to hear. To really target the right person for the job, refine your interview process. For example, if you’re seeking a salesperson, try a sales role-play exercise to get an idea of how they’d perform in the field.

Regardless of the techniques used, there is always risk attached to hiring. Even if you’ve selected the best of the best, organizational fit still matters. Try to have at least three shortlisted candidates on your list for any position, that way if the first choice doesn’t work out in their trial period, you have a backup or two. Remember, through effective selection, organizations will have repeat customers, increased revenue, a more engaged workforce, sustained job performance, lower turnover, and much more.

 

– Mary Beltran

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