Employee Selection Is The Key

To A Successful Business
Organisation
(http://university-essays.tripod.com/employee_selection.html)
When a business organisation wants to hire superior employees who will be
essential to its growth and prosperity, a systematic evaluation and hiring
process is required. This is the one area where bad decisions can lead to
costly outcomes. Employee selection and retention are very important
functions. Here is a series of steps that make the process smooth and
efficient: (About.Com, 2007).

1. Determine the need for a new employee or a replacement.

2. Are their any ways to do the job without a new employee or
replacement?
3. Determine the key requirements for the position including employee
traits and any special requirements, characteristics and necessary experience.
4. Determine a job description for the position.
5. Determine the salary range and if the company can afford it.
6. Post the position on the company’s bulletin board under Job
Positions for one week. After that, advertise the position outside as well.
7. Notify all staff about the opening via E-mail.
8. Ask company internal employees to apply if applicable.
9. Schedule an interview with any internal candidates and ask
applicable department managers to attend.
10. Have interviewers complete an employee selection interview
evaluation form for each applicant.
11. If no internal applicants were selected, be certain to inform them.
Provide any feedback that is necessary. If one is chosen, make an offer in
writing and end the process when he accepts.
12. If no internal candidate is chosen, begin looking outside the
company. Develop a candidate pool from this search.
13. Acknowledge the receipt of resumes and letters from all applicants
by postcard, letter or e-mail.
14. Screen applicant’s letters and resumes to weed out those that don’t
fit your requirements. Set appointments for interviews with applicants who
do.
15. Upon arrival, have each interviewee fill out a job application form
and give them a copy of the position’s written job description.
16. After interviews are completed, select two or three candidates that
fit and have them come in for a follow-up second interview. This may be a
luncheon meeting. It is where you will discuss salary, benefits, vacations,
etc.
17. Make a final employee selection based upon these second-level
interviews and make an offer to your first choice. When he or she accepts,
send thank you letters to those not selected and inform them you will keep
their resume on file for future opportunities.
18. Schedule a start date for your new employee and provide all
necessary details.

These ‘steps’ are merely a guideline for the employee selection interview
and hire process in most companies. Keep in mind that the process may be
considerably abbreviated in very-small firms and considerably more detailed
in very large and multi-national organisations. In the latter, there may be
additional steps in the process due to the involvement of human resources
and other company departments in the selection of employees.

Also, remember that a printed resume is just a broad brush with the
applicant’s background. It is not uncommon for some applicants to omit any
work history that might reflect on them unfavourably or to exaggerate
responsibilities and salary histories. This is true because some applicants
assume prospective employers won’t check anything earlier than the last job
they had. Skilled interviewers and most human resources managers pay very
close attention to these possibilities if any ‘red flags’ are raised during the
employee selection interview process. These ‘fudges’ and omissions are
rarely a problem in job applications for a position that clearly requires
background or security checks. (Accel-Team, 2007).

References

Heathfield, S. (2007) “How to Recruit and Hire the Best: A Checklist for
Success in Hiring Employees” About.Com: Human Resources
Available from:
http://humanresources.about.com/cs/selectionstaffing/a/hiringchecklist/2.htm
Accessed: 10-25-07

Accel-Team (2007) “Employee Evaluation and Selection”

Available from: http://www.accel-team.com/job _interviews/index.html
Accessed: 10-25-07