The availability of skilled and productive employees is a top priority for businesses of any size and in any industry. Selecting employees is a critical HR function designed to ensure that the right employees are placed in the right jobs to achieve desired results. There are a variety of selection techniques that HR professionals use to achieve these goals.
Internal recruitment is not only a good source of job candidates from the employer perspective, but also provides motivation for employees wishing to move into higher level jobs. Internal recruitment as a selection technique involves the posting of job availabilities for interested employees to respond to, as well as the proactive identification of employees who have the right knowledge, skills and abilities to move into new positions. Generally, internal selection is guided by a policy that outlines the process for employees to apply for positions, including notification of current managers.
The use of employee referrals to identify potential candidates for open positions can be a good way to find staff with the right background, as well as the right personality profile, to fit in to the company's culture. Because employees are not likely to risk their own reputation based on a bad recommendation, their referrals represent a good source of potential candidates for selection. Some employers choose to reward employees for making referrals that lead to a qualified hire; others simply communicate regularly about their openness to employee referrals.
As potential employees are being evaluated for open positions -- whether they are internal or external -- it can be helpful to have a number of different people evaluating the candidates. This can be done in one-on-one or group interview settings. The use of a rating sheet that indicates the criteria by which candidates will be evaluated, and the relative rankings of each of the criteria, can be a good way to quantify what can sometimes be a very subjective process. By comparing ratings among evaluators, hiring managers and HR staff can increase the odds that a sound decision will be made.
Tests and Assessment
The use of tests and assessments in the selection process can provide another quantitative look at criteria to aid in the hiring decision. Various standardized tests and assessments are available for different types of positions or qualifications. For instance, when hiring a copywriter, an organization may wish to use a test that assesses grammar and writing skills. When hiring a sales manager, an assessment of individual interpersonal skills can be helpful. A broad array of inputs can help to ensure a more informed hiring decision.
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