The staff
of the service personnel of the enterprise usually consists of a fixed number
of employees, which are designed to provide recruitment services. Often, these
people have a certain amount of experience and knowledge that can not easily
substitute one for the other. Thus, the Department of recruitment, as a rule,
do not flexible enough to adapt to the changes in the market. Those
professionals are self-employed, who work on the basis of outsourcing can offer
customers flexibility in terms of man-hours and a set of professional
knowledge, but at the same time it takes to develop work and achieving high
productivity, as well as problems related to the attainment of corporate
culture and building relationships within the company, may dry up internal
resources and limit the return on investment.
Usually
right after the performance of its obligations to the contractors by
immediately moving to the next task. The time spent on training them, is not
transferred to the next period of cooperation, so at the conclusion of a new
contract for the hiring of employees (at the time of the next cycle of growth,
for example), this training should be repeated.
In terms of
the service personnel with a clear specialization in any field of expertise,
HR-employees must be reconstructed in the event of any organizational changes.
For example, the shift from engineering and product development to sales and
marketing strategy requires a completely different set of recruiting skills.
Annual
fluctuations in business activity can lead to periods of weighty demand for new
employees, to which the existing staff service staff without the aid of
external recruiting agencies are unable to cope. And such a scenario is
automatically leads to an increase in the cost of a new employee. Conversely,
during periods of downtrend office staff is overstaffed and perhaps overly
bloated in terms of financial obligations arising from the use of different
recruitment tools (specialized websites, advertisements, etc...). In connection
with all the above provided very useful to consider the model of using
contractors and recruitment outsourcing.
Technology
Most
definitely we can say that in the majority of recruitment opportunities are
lost due to lack of robust technology, and recruitment procedures. Usually, it
is not no way to track where lost recruiting opportunities, which is the root
of the problem. For example, the company urgently needed Marketing Coordinator.
The company receives hundreds of resumes from applicants. All resumes are
delivered to the table on the hiring manager, who considers only the top ten or
twelve pieces. Marketing Director takes this resume dozen home this evening,
for a week to get acquainted with them. As a result, it communicates by phone
with 8-10 candidates and after a telephone conversation chooses five, which, in
his opinion, by their qualifications are suitable for a formal interview.
Service
personnel can connect at this stage, to inform candidates about the date and
time of their interview, but the interview process is usually conducted by the
director of marketing. Taking into account an infinite number of cases that
fall within the competence of the director of marketing, the chances that all
interviews will be conducted in a consistent manner, honestly and efficiently,
fairly small.
Instead, a
summary is likely to fall into the hands of employees of the marketing
department, who will conduct a preliminary evaluation before the interview.
Each of these people have got to scan it separately, it have some ideas as to
what the candidate will do after taking on the job, but this person will not be
certainty about the issues that he will have to ask candidates during the
interview.
Perhaps,
one member of the marketing team was tasked to check the candidates on the
ability to prepare and conduct presentations. Another said, to find out why the
candidate has decided to withdraw from the last operation. But in addition to
these requests, any other tips for members of the marketing team does not
exist, and they will most likely not aware of all sides of an effective
interview. Therefore, they not only lose time, which they could spend on the
performance of their daily duties, but they can also duplicate your questions,
biased judge the candidates or even create an unfavorable reputation.
This
situation can be compared, for example, with the uncertainty of the parameters
of a new product or inaction are the sales plan. The majority of companies
believe that they have a strategy for employment. They predict an annual figure
by the number of new employees, which will take on the job, determine the level
of compensation, the figures on attrition, as well as approve the budget for
recruitment (advertising and paying agencies). However, the main point is still
missing: the procedure.
Without a
well-established procedure, it is impossible to conduct the recruitment of a
high level of efficiency. Should review existing recruitment process and
identify areas where you can improve the existing situation and to introduce
new treatments that can help reduce the loss of production when hiring
employees. The interview is the first contact of the candidate with the
organization. And because the interview process requires a clear definition
(rather than general description) roles and responsibilities of each
participant in this process at all stages of the interview, in order to achieve
optimal results.
Today's
labor market produced a more active candidates than those that previously
existed. Some of them have the necessary skill level, while others did not fit
the job requirements. Employees of the service personnel must have resume
sorting system that would guarantee the selection of the best candidates. This
system must be effective, ie. A. Heads of departments do not have enough time
that they could spend on the recruitment process. Below is a list of steps to
be taken for the implementation of such a system:
Development of viewing and evaluating new
standards resume.
Formalizing these standards in the
documentation that is sent to familiarize employees of service of staff.
The establishment of such working conditions
under which the members of the recruitment team know the parameters of the
ideal candidate, you know the form in which to document their comments and
questions, which will be subsequently use the organizers of the interview.
Development
of standards for making data about the candidates in the database, which allows
you to quickly and effectively monitor information about the candidates. This
system allows the team to make the right decisions, and helps to save the financial
and labor in the process of growth and development of the organization.
Ensure
adherence to the organization of all the recommendations of the US Commission
on Equal Opportunities for Employment (EEOC). This will allow in the future
seriously to save time and costs.
The
effectiveness of the interview
To conduct
an effective interview, in which can be selected the most talented candidates
who need to every specialist, was present at the interview on behalf of the
organization, would be used for its intended purpose.
Create an
interview plan. This plan should include dates, the team of interviewers from
the organization and mission of each stage. These plans vary from organization
to organization. Some organizations prefer to have a multi-level process.
Another important to conduct interviews in a single day. Such a plan should be
developed at the beginning and then strictly follow it. Such a procedure would
allow candidates and interviewing team set their expectations of the process.
Collection interviewing
team. It is necessary to determine the number of persons that will be included
in this team, as well as to decide at what stage of each of them will be
connected to the process. Next, the functions of each interviewer. If possible,
you should meet with a group of interviewers from the organization to the
interview. During this meeting, you must specify the purpose of the whole
process in order to increase the awareness of the team members.
Discussion
of the roles and functions of interviewers. You can review the sample questions
to make sure that each team member will work with a particular area of
expertise and skills, in order to avoid duplication of questions. Make sure
that every single member of the team agree with the mission on the interview
and know how to act in order to achieve the objectives of this mission. In
order to make it possible to use this same procedure in the future should
create a set of instructions on how to conduct interviews, to which
participants will be able to handle such interviews.
Communication.
Do not ignore the valuable information and response team after the interview.
You need to go to the end of this procedure, and to analyze the results of the
interview, to create the conditions for the recruitment of talented employees
in the future.
An effective evaluation of candidates
Inaccurate
assessment of candidates and ineffective communication between members of the
team of interviewers may lead to unnecessary exclusion from the competition of
strong candidates. Every time when a candidate enters the selection process and
not take the job, the organization loses about 3.5 hours performance. If you
multiply this figure by the number of candidates with which conduct interviews
every year, you can get a shock from the results of a mathematical operation.
For the
selection of the candidates, of course, requires an element as a comparison.
However, we must first agree on within the organization general selection
parameters: the skills, experience and compliance with the corporate culture,
work style. Employees of the service personnel should agree on the parameters
of all active participants in the selection process. It should be within the
organization to answer the following questions:
As a
candidate will be evaluated? It should determine when to connect various
interviewing the recruitment process. Which approach will be able to
increasingly interested candidates and help gather the necessary information
about it?
Document
analysis and feedback from the interviewers. How will collect comments after
the interview? Does every interviewer right to vote? Each interviewer should
have a weighted evaluation score, which is set based on the importance of the
information that was received from the candidate. It is necessary to introduce
a common system of points, which would be used by all interviewing. This
approach will ensure the provision of equal opportunities for candidates.
Feedback should be structured to avoid candidates excluded from competition
solely because of suspicions, fears and inner feelings of a single interviewer.
People tend
to easy on the candidates who remind them of themselves. This practice can lead
to group thinking and lack of diversity in the idea that decisions and their
implementation. Evaluation of candidates may help open sometimes invisible
behavioral patterns that may in the future enter into conflict with the work of
the team or organization.
outsourcing
Today's job
market calls for the development of a recruitment strategy that can adjust to
changing economic indicators. recruiting program must be flexible and have the
capacity to quickly adapt to the organizational changes. should develop
guidelines and conduct trainings for participants recruitment process, to
ensure proper implementation of the employment plan. Service personnel must
also change the style of work in accordance with the demand for new staff.
Losses from
improper organization of the recruitment process is not always calculated in
dollar terms (which, of course, brings the most damage); Increasingly, they are
calculated in the lost ability to recruit the best candidates for your
organization. Organizations recruiting partners must understand the problems of
the organization and to provide solutions to these problems. recruitment
outsourcing services may ultimately be effective, ie. a. recruiting partner can
over time to adapt to the changing needs of the organization.
Recruitment
is a strategic objective. Proper selection of experts, who will work on the
development of the company is critical. Planning and optimization of the
recruiting process will not only increase productivity, but will also create a
recruiting machine that will propel the company to a new level of development.
