(NA, 2017)
Employee Resourcing is very essential and fundamental base to create the organization to achieve the goals, objectives, mission and vision of the company. Human Resource Department still failure to achieve to accomplish the available vacancies that required benchmark level which expecting by organization or top management. Even profit gaining companies changing their recruitment strategies to bring well suitable employee to available job to compete the team level of the company. Recruitment strategies can be productive to process but if the recruiter didn't follow up precisely or not enough experiencing on decision making process then its still failure for HRD and to the company as well.
so its valuable action can take to help make sure the company success therefore recruit the right people from best possible candidates to serve as individual contributors on the team. selecting right employee by "hiring smart" is new trend and it has grown as challenges to the organization which can transform the business landscape.
References
therapyandcoachingsuccess (2017)These are the Top 5 Pitfalls experienced by Therapy/Coaching Centres:[online Available at: <http://therapyandcoachingsuccess.com/top-5-pitfalls>.].[Accessed on 5 May 2018].
References
therapyandcoachingsuccess (2017)These are the Top 5 Pitfalls experienced by Therapy/Coaching Centres:[online Available at: <http://therapyandcoachingsuccess.com/top-5-pitfalls>.].[Accessed on 5 May 2018].
This is Exactly a real scenario, even myself experience at office with regard to hiring. There are lot of suitable candidates, but even though we recruit a qualified person sometimes we have experienced that, that the decision of recruiting that person to the company is incorrect as he is not suitable to the vacancy as we expected. At the interview that candidate might be perfect with what he say, but when they actually start work only sometimes we feel that we have made a mistake.
ReplyDeleteyes, its happening most of the companies nowadays due to lack of hiring knowledge which supposed to need current situation matter of thinking next couple of decades suitable to company
ReplyDeleteHi Gokul, Yes what you emphasis here is really true. Now a days companies focus on hiring smart people. I have experience regarding this as a HR person who handle Recruitments. Recently our company went through a merger and as HR department we had to recruit about 85 employees immediately. So what we decided was to give priority not to paper qualifications, but to candidate's personality and communication skills. And when having these interviews what we experienced was that there are lot of candidates with very good paper qualifications.But when it comes to communication and personality those candidates are really not suitable to fill our vacancies. i think this is a huge issue that our country experience. There are lot of unemployed people with good paper qualifications but today most of the companies are looking for smart people not paper qualified people. That is the important thing.
ReplyDeleteRandika thank you for sharing your experience this is what we need to share. Personal experience will teach more than what we are studying, though apply studied theories it won’t work sometimes.
ReplyDeleteHi Gokul,
ReplyDeleteIn an organization, there are always two pools of candidates available; employees already working for you, and external candidates. Promoting from within, can help create a culture that shows, that hard work is rewarded, and you may find that the most qualified person for your job posting is already working for you. Different entities have their own culture. And to a newcomer to that particular entity, will take some time to adapt to the new environment and to the culture. But if you recruit internal employee, the problem is solved. At present, most of the companies are using this method and gained good results. Only disadvantage of this method is, you are blocking a path of new ideas and culture into the organization from outside, which can be for the betterment of the organization. Will internal recruiting be able to minimize challenges you have mentioned in the article?
Thank you for your comment Shashikala, btw where did I mention that ?
DeleteHi Gokul,Your article reflect the common problem of recruitment process in anorgnaization.As per my view it is not responsibile for HR department only.In strategic managment top managment need to conduct proper envirmental scanning process when do the strategic formulation. They need to apply tools like PESTEL analysis,BCG matrix or SWot analysics of this process. According that top managment need to change company HR strategy for people recuitment.Ii true that competitive enviriment this would be most difficult thing but by implenting correct strategy it can overcome.
ReplyDeleteNo sanjeewa it's wrong, at some point consdiered on risk managment or legal issues, top management such as CEO, Directors and General Manager responsible for act of Human Resources Department but when comes to HR policies making, HR tradition and especially recruitment process Human Resource Director or Manager take fully responsible to plan, manage and implement. So HR head entitle to use the power to process the recruitment to complete the required positions.
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