Effective Recruitment - A guide for every employer

'Recruitment' is not a new concept in any economy. From time immemorial, people have hired other people to delegate certain tasks. However, over the decades, the process has changed drastically. Years ago it was as simple as putting up a signboard with 'Help Wanted' written over it. Today, with increased demands of both employer and employer, it has become a highly sophisticated process. With computers and the internet getting highly popular with each passing day, an employer is often submerged in an ocean of information. This article aims to provide an insight into the meaning and ways of 'Effective Recruitment' in the present scenario.

All over the world, management gurus are constantly devising new ways to effectively manage the various resources of the organisation. An organisation may have the best business model with the requisite infrastructure; but without a highly efficient and dependable manpower, it is bound to run into huge losses. Hence, the organisation's manpower is generally referred to as its 'human resources'. It is the human resources that will assure optimal utilisation of the physical and natural resources and hence surge both productivity and profitability of the organisation.

However, simply having good human resources does not mean high profits. They need to be put to use in such a way that it not only works towards the attainment of the goals of the organisation but also boosts the morale of those working for it. This requires proper 'Human Resources Management'.

'Human Resources Management' is a managerial skill aimed at empowering and improving the effective performance of every person in the organisation so as to achieve the goals of the organisation.

In these days of cut-throat competition, it is very important for an organisation to not only survive competition but also move ahead of its contemporaries. Here too, a dynamic work force would be required. To have a high quality of human resources, care must be taken at the recruiting stage itself. 'Recruitment' is not just hiring people; it's a process of hiring the right person for the right job. Hence, its not just 'recruitment' but 'effective recruitment' that matters.

'Effective Recruitment' is the art of hiring such that they fit the job requirements perfectly. This means that the following two points need consideration:

1. The job requirements should be clearly chalked out; and
2. The person selected must meet the job requirements perfectly.

The job requirements would highlight the requisite educational / professional qualifications, the type of work exposure required, requisite personal qualities, work responsibilities, etc. proper preparation is the first step to hire the right staff. The following points must be considered whilst deciding what you are actually looking for in a candidate.

1. Understand clearly why you need to hire a person. If its just to fill an existing vacancy, then the job requirements would be more or less same as that of the previous employee.
    
   However, it would help if you figure out whether there is a genuine need to hire someone for the position. Maybe there's a possibility to outsource the work and thereby reduce costs.
    
   If not then all that needs to be looked into is whether the previous employee lacked any quality which could possible be overcome by adding it to the 'required' criteria for the position.
    
   On the other hand, if there is a need to create a new job position to cope with increasing workload on existing employees, a detailed analysis of required job skills is required. 
    
2. Decide what levels of knowledge is required. Only then decide upon the requisite educational / professional qualifications required. An over-qualified person does not always make better candidate because the lower level of job (as compared to his qualifications-worth) could demoralise him. Also, an under-qualified person wouldn't be competent enough to handle all the job responsibilities.
    
3. The level of experience required would be a crucial factor too. The more experience called for, the less training time required, but more salary is bound to be demanded. Hence, the training time v/s higher cost trade-off needs some thinking.
    
4. Highlight the specific skills required for the position. For example, some jobs require just a basic knowledge of computers whereas other jobs would require some expert knowledge of some specific software. Also, some jobs may require the ability to supervise over subordinates. Hence, different jobs require different skill-sets.
    
5. Physical requirements like health conditions, languages known, ability to cope with stress, etc. must be looked into.
    
6. The candidate's availability in terms of start date and location also need consideration. 
    

Now that the job requirements are decided, it must be seen whether any existing employee at the junior level could be promoted to the vacant position. If this can be done, then it not only save training time, but also highly boosts the employee's morale. Also, other employees will see a future possibility of promotion for themselves. This will lead to higher overall productivity for the organisation.

In case a new recruit is required, then job applications need to be invited. Out of the many applications received, a few candidates must be picked out. An easily-readable resume, which is well-presented, could add a point to the candidate's chances of selection. But, a resume, however well-written, does not mean that the candidate is more efficient than the others. Keep in mind that many professionals get their resumes written by experts. A face-to-face interview would give a correct idea of the candidate's competence. If a candidate matches the educational and other such vital requirements, he needs to be considered for an interview.

After choosing a few candidates out of the applications received, the 'interview' process begins. Here, the interviewer needs to do his homework well so as to be in a better position to ask the right questions at the time of the interview. Being organised for the interview also adds an element of professionalism and leaves a good image of the organisation in the candidate's mind.

Before a face-to-face interview, a telephonic interview could be taken to further screen a candidate. If the candidate passes the telephonic interview, then a candidate can be called in for a detailed and thorough interview.

When a candidate is called in for an interview, care must be taken not to make him too nervous. The initial tension can be eased off by asking basic questions such as family background, etc. a relaxed candidate will bring out his qualities better. Then the pre-decided questions can be asked and responses judged.

It is very important to let the candidate clear his doubts regarding the job position, responsibilities, salary, location, etc. this will ensure clarity and avoid future confusion. After all, the candidate also must have to right to decide whether he can take up the job or not.

It is not necessary to take only one interview. It is okay to take 2 or 3 interviews, if required. When the candidate is on the verge of selection, only then reference checks should be made. It is not good for the candidate it his references are often consulted by different prospective employers and then not given the job on other grounds.

Once all the facts are verified, the entire recruiting process comes to an end. However, in these days when employees are constantly looking for better job prospects, it is important to retain the existing employees. For this various incentives like promotions, commissions, etc. can be designed so as to motivate the efficient employees enough to boost their performance and retain their interest in the organisation.

In conclusion, after reading the above article, the fact that recruitment is no longer a simple term needs no further explanation! It is a fairly complicated but with the above guidelines, it can be made a systematic and easier process.

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