Employees play a significant role in determining the success of an organization. For this reason, it is vital for firms to exercise caution and wisdom in their recruitment processes. In addition to ensuring that the employees they hire are qualified, firms should also require their employees to share in their vision. It is particularly important for firms that are in the early stages of growth to align their human resources practices with their strategies. As they do this, they establish themselves on a path that yields sustainable growth. To attract the best talent, small firms need to stipulate the requirements that candidates must meet and develop a communication plan through which the firms engage the candidate pool.
Job Requirements
It is standard practice for firms to specify the requirements that candidates hoping to fill a position must satisfy. The case in question is that of a growing business which is in desperate need of competent employees. Certifications, personal attributes and work experience are the main requirements that the candidates will be expected to fulfill. As regards certifications, the business will expect that those applying for the positions will present documentation serving as evidence of the training and education that they have undergone. Writing for Forbes magazine, Nancy Collamer (2014) noted that firms need to be careful in drawing up the requirements that they expect candidates to meet. In the article, she chides employers who demand that applicants should meet unrealistic and stringent standards and expectations. Such demands turn away employees who are otherwise qualified for the positions. To encourage applicants, the business will be fair and only require candidates to produce certifications relevant and needed for the positions of interest.
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While certifications are important, they do not offer a full depiction of a candidate’s preparation to handle the demands of a particular position. This is why the business will also require the candidates to possess various personal attributes and previous work experience. Ken Sundheim (2013) authored an insightful article in which he identified the personal attributes that constitute the ideal employee. Some of these attributes include intelligence, ambition, autonomy, displaying leadership, confidence, and honesty among others. The importance of these attributes is that they enable employees to drive business growth. For example, an intelligent employee helps a business to innovate while confidence and honesty allows the business to promote accountability and win the trust of customers. Therefore, since it desires to grow, the business will require applicants to possess the traits that Sundheim lists. These candidates will also need to demonstrate previous work experience. Serving as evidence that a candidate has the exposure, maturity and the skills needed to cope with the demands of a job is the primary purpose that previous work experience fulfills (Uppal, Mishra & Vohra, 2014). As it requires the candidates to show proof of work experience, the business will be placing its affairs and future in the hands of competent employees.
The job requirements discussed above will undoubtedly affect staffing at the business. One of the likely impacts is discouraging applicants leading to the business being unable to fill key positions. As noted above, if candidates find the requirements to be unrealistically stringent, they are unlikely to apply. Even if the business is able to attract applicants, it is indeed possible that the pool will not be as diverse as it would be with more relaxed requirements. Another impact that the business could witness as a result of the job requirements is hiring qualified employees. The purpose of the requirements is to isolate candidates who are best suited for certain positions. Supposing that only candidates who satisfy all the conditions submit their applications, those that the business hires eventually will possess the skills, traits, work experience and credentials that the business requires.
The purpose of a recruitment process is to identify the candidates who possess the skills, insight and experience required for a particular role. It is possible that among those who apply for positions at the business will lack the requirements that the business demands. To ensure that all those who apply meet the requirements, the business should adopt a screening process. Screening during the recruitment exercise enables firms to identify candidates whose experience and competencies are in line with the requirements of an organization (Catano, 2009). As part of the screening process, the business should review resumes and engage the candidates in direct interviews.
Recruitment Plan
In designing its recruitment strategy, the business seeks to hire employees who will help to fuel its growth. It is important for the company to adopt a recruitment plan which is in line with this purpose. Prioritizing the recruitment of minorities is one of the components of the recruitment plan of the business. Today, firms in the US are being encouraged to embrace diversity and inclusion by creating opportunities for individuals from communities who have traditionally suffered marginalization (Carter et al., 2010). Ethnic and rational minorities, individuals with disabilities and women are among the groups that the business should prioritize. The business could create positions that are open exclusively to candidates from these communities. In addition to enabling the business to achieve diversity, this plan will also help the firm to fill positions with skilled employees. Apart from adopting affirmative action, the business will also include succession planning in its recruitment plan. Essentially, succession planning is concerned with readying employees to take up leadership positions (Timms, 2016). This strategy is important as it allows firm to fill leadership gaps and to ensure continuity while enabling employees to acquire key leadership skills and competencies (Timms, 2016). Through succession planning, the business will secure its operations against the risk of leadership crisis.
In a bid to address their human resource needs, an increasing number of firms are experimenting with odd strategies. Hiring retirees is among these strategies. UPS is one of the firms which have experienced tremendous improvements in performance as a result of their decision to hire retirees (Farrell, 2017). It is recommended that the business should target retirees as part of its recruitment process. This strategy presents such benefits as allowing the retirees to participate in gainful employment while helping companies to keep their costs low (Farrell, 2017). By leveraging the wealth of experience and expertise that retirees possess, the business will ensure that its operations are not hampered by a shortage of skills or credentials. Another component of the long-term recruitment plan is internal recruitment. Basically, this strategy is concerned with considering existing employees for a particular position before turning to outsiders. The main benefit of internal recruitment is that it enhances employee motivation and morale (“Recruiting Internally”, 2018). Furthermore, internal recruitment is understood to facilitate continuity of operations. As it challenges existing employees to take up new roles, the business will ensure that its operations are not suspended owing to vacancies.
Branding Strategies and Communication Methods
A firm’s reputation is among the factors that determine the quality of candidates that it attracts. When firms have invested in establishing a positive image, they can expect to attract top talent. Thus, it is vital for firms to adopt branding strategies that make them appealing to applicants. Focusing on the perks that employees are offered is one of the most effective branding strategies (Forbes Human Resources Council, 2018). For example, a firm could present itself as one that ensures work-life balance and offers competitive remuneration. Another strategy that the business will incorporate into its branding initiative is flaunting its corporate social responsibility initiatives. Such firms as Google have managed to gain the trust and the loyalty of its employees through its commitment to improving the condition of the world (Gillett, 2016). The business will adopt a similar approach as it seeks to attract talent. Guaranteeing applicants that they will not suffer stress while working for it is another branding strategy that the business will adopt. This is a strategy that has allowed Google to retain its status as a firm that is committed to employee wellbeing (Gillett, 2016).
For recruitment strategies to yield the desired outcomes, firms need to use appropriate communication channels. It is for this reason that the business is encouraged to adopt a robust strategy that integrates various communication approaches. Social media will constitute the communication strategy that the business employs. Over the last few years, social media has emerged as an ideal tool for communicating with applicants (Madia, 2011). Among the key benefits of using social media is that it expands the reach of the message and allows recruiters to gain insights about the candidates (Forbes Agency Council, 2018). Mass media such as newspapers is another communication method that the business will adopt. The main benefit that this method offers is that it allows firms to reach a wide audience. Internal communication channels such as memos and emails are another method that will be used. This method will particularly be useful if the firm chooses to recruit internally. As it determines the communication methods to use, the business should ensure that the methods are integrated with its branding strategies. The integration will allow the business to enhance its image while gaining the attention of interested candidates.
Selection Processes
There are a number of processes that firms use for recruiting. Enlisting the services of recruitment agencies and recruiting internally are among these processes. Leveraging the expertise of the agencies to find the ideal candidate is one of the advantages of working with recruitment agencies (Caruth, Caruth & Pane, 2008). This process is ideal for firms which do not have a division that can recruit effectively. Recruiting internally allows firms to offer their existing employees the opportunity to assume new roles. Moreover, this process allows companies to fill sensitive roles fairly easily. Recruiting internally and working with recruitment agencies are ideal for the business.
When they invite applications, firms usually receive an overwhelming response especially if the position is attractive. Since it is impractical for the firm to hire all those who apply, a selection process is needed. The selection process stipulates the requirements that the candidates need to fulfill. For the business, the criterion for selection is composed of five major expectations and standards. These are academic qualifications, work experience, professional associations, disability or minority status and possession of the required personal attributes. As regards employee retention and preservation of knowledge, this criterion promises to enhance employee engagement and productivity. For example, employees who are adequately qualified should be able to cope with the demands of their jobs. As a result, they are unlikely to suffer stress that could erode their satisfaction levels. Ultimately, such employees will undoubtedly remain committed to the business. Since it encourages loyalty, the selection criterion will allow the business sufficient time to train employees who take up the positions of those who leave. Therefore, knowledge will be preserved.
Assessment Methods and Job Predictors
It has been noted above that the business is likely to receive a large number of applications. This will force it to adopt a rigorous assessment process. Interviews and an evaluation of academic credentials are the main assessment methods that will be employed. Collaborating with other scholars, Henryk Krajewski (2006) conducted a study whose purpose was to establish the reliability and validity of interviews as assessment methods. They determined that the interviews do indeed predict job performance and offered insights into such issues as cognitive ability. The outcome of the study that Krajewski and his team performed imply that as it assesses the candidates through interviews, the business will be able to establish their readiness to excel in their jobs if hired. However, the business should understand that the reliability of interviews hinges on the honesty of the candidates. The business should corroborate the information that the candidates share by consulting such individuals as referees.
Reviewing the academic qualifications of the applicants has been identified as one of the assessment methods that the business will use. As regards validity, research indicates that academic qualifications predict an employee’s performance (Thomas & Feldman, 2009). Employees who are highly educated tend to perform better than those with lower academic qualifications. While the validity of academic qualifications is assured, their reliability is in question. This is because an applicant can present forged documents. However, by exercising due diligence, the business can enhance the validity and reliability of the academic credentials. For example, the firm could insist that candidates should produce certified copies of the credentials.
Job predictors are usually used to determine whether a candidate possesses the skills, knowledge, experience and abilities that a particular position requires. Elaine Pulakos (2005) authored an informative article in which she identified some of the predictors that should inform the recruitment process. These predictors include a candidate’s capacity for professional conduct, ability to think critically, calmness and composure when under immense pressure and the capacity to establish cooperation with colleagues, among others (Pulakos, 2005). It is advised that the business should adopt these predictors. This recommendation is based on the fact that the predictors offer a comprehensive picture of an employee’s readiness and suitability. For example, by confirming that a candidate can handle stressful situations and collaborate with others, the firm will ensure that if hired, this candidate will be able to work with others to solve crises and fulfill their mandate.
In conclusion, employee recruitment is a daunting undertaking. When seeking individuals to fill positions, firms need to consider a wide range of factors. They must ensure that all applicants meet defined job requirements and that the appropriate communication channels are used to engage the applicants. Moreover, the firms need to adopt proper branding strategies so as to gain the attention and trust of interested applicants. It is also vital for the firms to establish strategies that allow for succession and the transfer of knowledge. If it adopts these insights into its recruitment plan, the growing business will be successful in its search for the ideal employees.
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