HR and Recruitment

by Satnam Kaur
Updated On: 11-Feb-2023

4.3k
0

What HR means, you normally hear the "human resources" in your organizations or the real corporate world. Formerly, this function was most commonly associated with the person on staff who handled employee paperwork and personnel files. Besides, he/she makes sure everyone got their pay, processes performance reviews, and many more.

These days, the role of HR has become more complex and dynamic for businesses. Some companies even refer to HR's activities as "human capital management" (HCM) to reflect the more strategic, leadership-oriented nature of the department. Within most corporate HR functions, the atmosphere is simply too politically charged to even consider raising this powerful question: "Which HR function is major of all; with the highest impact on two critical business success measures - revenue growth and profit margins?"

Of course answer to this is only one... "Recruiting" is the most impactful HR function.

The recruiting function by HR provides growth and better profit margin and provides powerful performance improvement in an organization. But one thing needs to be considered, Branding and Recruitment go hand in hand because branding is an integral part of recruiting.

Now, the biggest challenge lies in recruitment. How do you find and match the right people to the right job? This can be achieved by including a comprehensive people strategy, and a well-structured recruiting and selection program. The key to creating these programs lies in a proven recruiting process for the positions you need to fill. Besides, the recruiter needs to control his/her temptation to omit steps, because shortcutting any process whether it's recruiting or some other effects desired results... This point, we can follow steps & perform them wisely to get desired results.

Creating Point to Point job description

The basic step is to make sure while pitching for an open position we need an effective job description in the organization. Job descriptions should reflect precise thought for the roles the individual need to fill, the skill sets they'll need, the personality attributes that are important to completing their tasks, and any relevant experience that would differentiate one applicant from another.

Craft 'Hitman' profile

Creating a "Hitman Profile - means profile which meets success" is as important as creating a job description. This includes position descriptions such as team leaders, managers, and executives.

To accomplish this goal, you need to identify any skills and attributes that are common to the creamy layer but missing from the other layers.

Hit perfect advertisement medium

Advertisements need to be posted in the medium, which is most likely to reach potential job candidates. Importantly, the Internet has become the leading venue for posting job openings, but don't ignore overlook targeted industry publications such as LinkedIn.

Screening Best Candidate over Resume & Phone

In the successful advertisement, we used to receive a lot of resumes, sometimes more than anticipated. Knowing what we are looking for in terms of experience, education, and skills will help us to filter out the resumes quickly and identify potential candidates. Once we have a handful of resumes of potential applicants, call the candidates and use your phone screening questions to further narrow the field. Using a consistent set of questions in both this step and your face-to-face interviews will help evaluate candidates equally.

Assess potential candidates

We need to assess potential candidates for their skills and attributes via proven scenarios. The hitman profile created for each position will help determine the behavioral traits which are important for that position. Besides, assessment tests can be administered in person or online. Online testing and submission of results can help you determine whether the applicant should be invited for a personal interview.

Conducting interview

Once we select candidates based on the previous steps, schedule and conduct the interviews. Using a consistent set of questions to maintain a structured interview, and meeting them with concerned authority for further screening, offers a sound basis for comparing applicants.

Selection of the candidate & Making Offer

Once an applicant is selected by the concerned team or authority, make your selection by matching the best applicant to the profile. Once it's done, run a background check on the individual to uncover any potential problems not revealed yet.

Make an offer to the candidate who seems a potential candidate who will join the organization with no backouts, as backing out is the major problem these days. This can be done by screening the information collected during the interview process, which will provide important insights.

Besides all these steps, if you need your organization to attract and retain good clients; a comprehensive people strategy must include a recruiting and selection strategy that attracts and retains quality employees.