Just as promised last week, the following is a continuation of the
process of recruiting in a cheap, efficient and socially responsible way.
SELECT RECRUITMENT COMMITTEE
A recruitment committee is a group of individuals formed for
the purpose of assisting the recruiter in recruiting and screening the
application of a posted vacancy. It also ensures that applicants selected
for the interview stage and final consideration are evaluated by more than one
individual to minimize discrimination due to bias.
Try to identify and select members that represent a diverse cross
section of the staff members who have a thorough knowledge of what the job is
all about. The committee should be a maximum of six people. This search committee
would ensure fair and unbiased recruitment.
APTITUDE/PSYCHOMETRIC TESTING
Once your top best candidates are gotten, you could consider testing
them using aptitude/psychometric tests. Aptitude test is a test given to
measure abilities such as manual dexterity, visual acuity, reasoning, or verbal
comprehension e.t.c. This could be administered by the recruitment
committee or a consultant. The test could either be a paper test or a computer
test for easy marking and grading. Successful applicants would then be short
listed for the interview.
INTERVIEW
A job interview involves a conversation between an applicant and
representatives of the employing organization. This part is very important
because it gives you an opportunity to interact directly with applicants, it
really helps determine what the interviewee’s abilities are. You should try to
get as much information as possible from them like their past experience and
education.
Successful interviewers learn how to ask the right kind of questions,
how to keep the applicant talking about relevant information, and how to
listen. The questions asked should be relevant to and connected with the job
description. The use of behavioral or competency based interview questions is
strongly recommended. When properly crafted, they allow the interviewer to
obtain more meaningful data to determine the applicant’s ability to carry out
the duties and responsibilities of the recruited job.
The recruitment committee members should have a meeting prior to the
interview so that they can generate questions and how they would ask those
questions. After the interview the successful candidates should be contacted,
feedbacks should be given to successful and the unsuccessful candidates. Also
the unsuccessful ones have a right to complain of any unfair treatment given to
them.
INDUCTION/ ONBOARDING
Onboarding refers to the mechanism through which
new employees acquire the necessary knowledge, skills, and behaviors
to become effective members of staff. This orientation would lead to positive
outcomes for new employees such as higher satisfaction from the
recruited job, better performance, greater organizational commitment,
and reduced redundancy.
These outcomes are particularly important to an organization
looking to retain a competitive advantage in an increasingly mobile and
globalized workforce. Below are some basic instructions of what you should
do during onboarding/induction:
1. Tell them; how to get
to work, what time to to arrive and close,where to park, how to dress, where to
go to and who to ask.
2. Ensure that the new
employee’s position description is accurate and current. Try to spend time
discussing the position description with them, explain the work in the broader
context and provide clarification where necessary. It may be useful for the new
employee to spend some time with other members of their team to learn more
about workflows.
3. You should create a
performance criterion up front to ensure that the new employee is clear about
your expectations of them and sets a framework for what the success criteria is
for the role.
4. Do not bombard a new
employee with too much information at once. They will be overwhelmed and will
be unlikely to retain very much. Instead, deliver information in stages,
depending on priority and relevance. Try not to accomplish too much on the new
starter’s first day.
5. Ensure that a
workstation has been prepared – secure a telephone and computer prior to the
employee starting work. Contact the Division of ICT Services so that the new
employee can be set up on email, network and telephone systems prior to their
arrival – this is imperative if employees are expected to begin work
immediately.
6. Give the new employee
a task to start working on that is relevant to their ongoing work. This will
ensure the employee is being productive and feels useful from the start. The
task should be easily achievable, yet meaningful.
You should make use of formal meetings, lectures, videos, printed
materials, or computer-based orientations to introduce newcomers to their new
jobs and organizations.
A RECAP OF THE PROCESSES INVOLVED IN RECRUITING IN A CHEAP, EFFICIENT AND
SOCIALLY RESPONSIBLE WAY. THEY INCLUDE;
1. IDENTIFY AND EVALUATE
THE NEED FOR A VACANCY
2. WRITE A VACANCY
DESCRIPTION
3. ADVERTISE VACANCIES
4. MANAGE APPLICATION
5. SEARCH FOR CV IN CV
DATABASE
6. SELECT SEARCH
COMMITTEE
7. APTITUDE/PSYCHOMETRIC
TESTING
8. INTERVIEW
9. INDUCTION/ONBOARDING
ARE
THESE PROCESSES ENOUGH TO CALL THIS CHEAP, EFFICIENT AND SOCIALLY RESPONSIBLE
RECRUITMENT, IF NOT WHAT MORE COULD BE DONE TO MAKE THE RECRUITMENT PROCESS
MORE SOCIALLY RESPONSIBLE, CHEAPER, AND MORE EFFICIENT?
