The Must Remember Things Before Staff Selecting
Handling risk is not new concept to an entrepreneur, and getting the new recruits which is actually a matter of risk for the organization. Hence while hiring there are lots things that are taken into consideration then may it b reference checks or anything else. Managing employee performance starts with staff selection. Hence the checklist for the staff selection goes like this
Know the need for replacement position
Think and plan about achieving the targets through additional staff
Having a meeting with the recruiter as regards the recruitment policies should be discussed
Prioritize the key requirements for the position as well the special qualifications required if any.
Prepare job description with the help of HR
Also plan the salary range for the concerned positions
Post the openings available in your firm on your bulletin board within the org.
If possible send emails to all the current employees notifying that a post is vacant.
Schedule an interview with the candidates of your firm, have internal recruitments first, provide them with the opportunity first.
Have clear communication and make sure that the rejected candidates are made know of their rejection.
Spread word-of-mouth information about the position availability in your industry and to each employee’s network of friends and associates.
Advertise on professional networking sites as far as vacancies in your firm are concerned.
Brainstorm to find out ways and ideas through which the they can locate qualified candidates in their firm.
Understand what role you have to play.
Never ask
Why
What you would do if
What are your strengths?
Who can I talk to?
Avoid questions regards behavior
Don’t ask tricky questions
Avoid yes/no questions
A job analysis contains a clear statement of
The goals of the job: what the job exists to achieve
The experience and qualifications essential to achieve the job goals
The knowledge required to achieve the job goals
Specific requirements and/or limitations that would prevent successful achievement of job goals
Have a face to face interview, it is a privilege.
Give a piece of advice to the ones who don’t achieve success.
Beware of written references and reference checks unless you're personally acquainted with the reference writer or the nominated referee.
The purpose of staff selection is to get a job done, not to choose a person. You can't tell what someone can do merely by talking with them. The selection interview is a privilege you should extend only to those candidates who've demonstrated their competence.
Handling risk is not new concept to an entrepreneur, and getting the new recruits which is actually a matter of risk for the organization. Hence while hiring there are lots things that are taken into consideration then may it b reference checks or anything else. Managing employee performance starts with staff selection. Hence the checklist for the staff selection goes like this
Know the need for replacement position
Think and plan about achieving the targets through additional staff
Having a meeting with the recruiter as regards the recruitment policies should be discussed
Prioritize the key requirements for the position as well the special qualifications required if any.
Prepare job description with the help of HR
Also plan the salary range for the concerned positions
Post the openings available in your firm on your bulletin board within the org.
If possible send emails to all the current employees notifying that a post is vacant.
Schedule an interview with the candidates of your firm, have internal recruitments first, provide them with the opportunity first.
Have clear communication and make sure that the rejected candidates are made know of their rejection.
Spread word-of-mouth information about the position availability in your industry and to each employee’s network of friends and associates.
Advertise on professional networking sites as far as vacancies in your firm are concerned.
Brainstorm to find out ways and ideas through which the they can locate qualified candidates in their firm.
Understand what role you have to play.
Never ask
Why
What you would do if
What are your strengths?
Who can I talk to?
Avoid questions regards behavior
Don’t ask tricky questions
Avoid yes/no questions
A job analysis contains a clear statement of
The goals of the job: what the job exists to achieve
The experience and qualifications essential to achieve the job goals
The knowledge required to achieve the job goals
Specific requirements and/or limitations that would prevent successful achievement of job goals
Have a face to face interview, it is a privilege.
Give a piece of advice to the ones who don’t achieve success.
Beware of written references and reference checks unless you're personally acquainted with the reference writer or the nominated referee.
The purpose of staff selection is to get a job done, not to choose a person. You can't tell what someone can do merely by talking with them. The selection interview is a privilege you should extend only to those candidates who've demonstrated their competence.