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.
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.
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.
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
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?