Hiring staff is a huge responsibility. In
today’s competitive business environment it is paramount to employ the right
people.
1.1
Get your organogram / structure and job
descriptions right
Ensure that you have an organogram /
structure in place with all the applicable positions within your company.
Furthermore you need to have a clear Job Description for each position in your
organisational structure. A Job Description should contain the purpose of the
particular job/ position, key responsibilities, tasks and duties, required
skills, limits of authority, relationship with other positions, reporting line,
and any special demands.
1.2
Create a picture of the ideal candidate
Envisage the ideal person who has to fill
a position. List the relevant educational qualifications, experience, personal
attributes, ability to communicate, skills, motivation and set of values that
you require the ideal candidate to have. Your list could contain three levels; must
haves, should haves, and nice to haves.
1.3
Devise a standard evaluation form
Draft a standard evaluation form for every
candidate to collect as much information as possible including the list of must
haves, should haves and nice to haves. This evaluation will assist you to
compare the candidates with one another, later on.
1.4
Draft a battery of relevant questions
As part of the evaluation form a standard
battery of questions should be listed to collect as much information as
possible on the behavioural specifications and personal attributes of the
candidates.
1.5
Start your search
You can utilise one of three methods to
recruit. The first is to make use of an employment agency/ head hunter, the
second is by word of mouth and utilizing your own network of contacts and the
third is to advertise the position yourself. As soon as you have received
applications the resumes should be compared against the set criteria of the
specific position.
1.6
Conduct first round interviews
Interviews are used to assess a candidate’s
compatibility and suitability in relation to a future job performance. The
interview is used to compare the candidate with your picture of the ideal
candidate. During these interviews you should ask questions to the candidate
allow the candidate to ask questions, describe the position and company to the
candidate. And explain the requirements, tasks and responsibilities of the
position as well as the basic conditions of service.
1.7
Conduct interviews with shortlisted candidates
During the first round of interviews you
need to identify the most suitable candidates. Identify the three most
promising and suitable candidates and arrange follow up interviews. Contact the
other applicants and inform them that they have been unsuccessful. During the
interviews with the shortlisted candidates more in-depth questions about the
candidate’s relevant experience in comparison to the job description and
requirements should be asked. Ask probing questions about a candidate’s
accomplishments to confirm these. Reference checks should also be done on
shortlisted candidates.
1.8
Conduct profiling and assessments
Reference checks to confirm qualifications
and previous work experience should be done. Personality and other psychometric
assessments could be done in order to assist you with the decision making and
to ensure that the candidate’s personality and profile fits in with the company
culture and work ethic.
1.9
Review the data collected
Analyse all the information collected on
your short listed candidates and assess their individual strengths and
weaknesses. Compare all the info with your view of the ideal candidate from a
skills and personality
1.10
Make a decision and make an offer
After following all of the steps above you
would be in a position to make a decision and select the best person for the
job. Contact the unsuccessful candidates to inform them that they have been
unsuccessful. Confirm with the successful candidate the remuneration package
and basic conditions of service on offer for the position. Draft an offer of
employment/ service agreement document. Make sure that if the candidate accepts
that the service agreement is signed. Prepare the induction program.
