How to Staff as a Management Function
The staffing function of the management cycle consists of human resource activities like recruiting, selecting, hiring and training employees. In the grand scheme of organizational management, staffing relies heavily on planning and organizing. If executed properly, managers will anticipate staffing needs and organize their resources so proper staffing procedures are put into action.
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Instructions
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Determine the staffing needs of your organization. Refer to the strategic plans and long-term goals established in the planning process that dictate your projected planning needs. Adjust as necessary.
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Analyze the job you are attempting to fill and develop a job description. The job description must contain the knowledge base, skills and abilities a successful candidate needs to possess. It must also include character traits and necessary education requirements.
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Develop a strong applicant pool. Word of mouth and advertisements are the most effective way of letting others know you are hiring. If you choose to post an ad, use your job description in the text of the advertisement. Target local resources to print your ad. Also consider using specialized resources like career development offices at universities, professional networking groups and websites.
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Review all applications and resumes. Select those who meet the requirements for the position. Set up interviews with the candidates. If the applicant pool is large, use pre-interviews and group interviews to narrow the applicant pool.
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Decide who is needed to interview the applicants. If more than one person is included in the process, develop an interview committee and give all members of the committee adequate information to successfully interview the candidates.
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Interview qualified candidates. There are many methods and theories behind which type of interview process is the most effective. Behavioral interviews are generally considered the most successful. They are based on the premise that past behavior in a similar circumstance is the best indication of future behavior. Develop questions based on the behavioral method to weed the most qualified candidates from the rest.
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Select the most qualified candidate. If you are still unsure after completing the interviewing process or if there are many successful candidates to consider, schedule another round of interviews.
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Tips & Warnings
When interviewing, refrain from asking leading or closed ended questions. Be patient when waiting for a response and be careful not to lead with non-verbal cues.
Be aware of laws that stipulate what types of subject matter are not permitted when interviewing applicants.
