Recruitment & Selection of Employees

Selecting employees requires more than a job interview.

Whether you have recently lost an employee, laid someone off or are seeking a person to fill a new position, proper recruitment is crucial. The process of recruiting and selecting employees is directly tied to retention. Take your time to evaluate the position and consult with the proper people to ensure a good fit for your company.

Evaluation

Look at the recruitment and selection of an employee as an opportunity to evaluate the company's needs. If you need to fill an existing position, take the time before recruiting to reevaluate the role. You can modify the job description, reorganize departments or adjust necessary skills. Consider the employees who previously held the job and evaluate their strengths and weaknesses to help decide on necessary revisions.

Process

You'll have to follow the hiring guidelines of your Human Resources department. HR departments can vary in companies, but you will likely encounter general paperwork ad standards such as background checks or drug tests. You may have to fill out forms that make an official request for hiring as well as an updated, written-out job description. Rather than looking at HR as an ends to a means, use the department as a resource to help advise you on the hiring process. You can gain valuable advice on collecting resumes, setting up and conducting interviews, as well as learn any technical aspect, such as computer software that organizes the hiring process.

Consulting

Recruiting and selecting an employee for the department is not a one-person job. You have several factors to consider such as unidentified departmental needs and the office culture. Consult with the potential employee's peers and other managers to gather as much pertinent information as possible. Discuss with managers performances of people formerly in the job and any additional needs that may have arisen. Consider the environment and how a new employee would fit it.

Selection

Once resumes have been reviewed, you will have the opportunity to set up job interviews. You can gather a lot of information from the interview, both tangible and intangible. For example, you can discuss facts such as job history and work experience, but also see how the candidate interacts with you and others. In addition to the interview, consider contacting any references the potential employee provides. Past employers can clarify and expand on the person's performance.

References

• University of Oregon: Guidelines for Recruitment and Selection
• The University of Kansas Medical Center: Recruitment and Selection