subject: Employment Process: Planning And Reaching A Wide Array Of Candidates [print this page] The employment process, also called the hiring process or the recruitment process, is very important for any company. Thats because in this tougher, more competitive business environment, companies need to have the best people working for them in order to raise, or at least maintain, the quality of their products or services. The quality of products or services, as we know, is directly related to generating higher profits and sustaining growth.
Finding the right candidate also often means that you will not need to have training for a lot of the basic skills because the most qualified candidate, more often than not, already has the basic skills. So all you would need is the time and resources for training to update skills and knowledge which means that you are gaining additional savings.
The recruitment phase, to achieve considerable results, should begin with some planning. Think about all the costs that hiring this new employee would entail. Look at these costs side by side with what you expect would be the productivity gains. This will give you a better idea on how hiring this new employee will affect your companys bottom line. Keep in mind that were not just talking about the employees salary here. Costs also involves the training expense and the corresponding cost of the time used for training; workers' compensation insurance; leave loadings, annual leaves, long service leaves; sick leaves; and superannuation
Planning for the employment process also includes factoring in the expenses for what the new employee might need: training or the staff hours that would be needed to supervise the new member of the workforce, workstation, equipment, tools, protective clothing and the like.
Its also advisable to consult key company persons department head, immediate supervisor, HR director and employees in the same department, to name a few about the vacant position. This will give you a better idea of what the job requires in terms of education, training, experience and attitude. The insights you gain from these consultations will also help you write the job description better.
After that, you should begin developing a pool of potential candidates for the available job. You might have resumes or CVs of previous applicants; see if there might be candidates from that file. You should also initiate an internal application process. There might be a number of qualified and potential candidates that are already working in the company. Inform the entire organization about the vacant positions and encourage employees to apply.
Use all available means and media to spread the word that you are hiring people for these specific positions in the company. Some companies even have an employee referral incentive program which rewards employees who recommend qualified candidates. If your company does not have an incentive program like this, you should begin building and implementing one as soon as possible.
Post job ads in traditional media. But dont forget to employ non traditional media in the employment process. Also, ask leaders in your industry for example, officers of your industry association if they have someone in mind for the position. And while youre at it, ask if you could post the job ad in the industry associations website.
