December 5, 2023

The most important job of a Human Resources person is the selection and hiring/recruitment of employees. It cannot be faulted that the success of any firm depends on the quality of human resources or talents in that firm. This is why it is very important for any human resources expert to be very sure of hiring the right staff without compromising anything from the onset. The questions behind your mind while sourcing for talents should be can these staff deliver? What are their strengths? Can they fit into the corporate goal and objectives of the firm? What are their competencies? Can they be trained? Can they pursue the vision of the firm? What values are they bringing into the organization? Are they coming to use our firm as a learning ground and move on with their career somewhere else? Can we count on them to fit into the succession plan of the company? Etc. Answers to these questions and more are why selection and recruitment seems to be an onerous task. It cannot be argued that most applicants fake their qualifications and experiences just to impress interviewers and get the job. It is very important then for interviewers to look beyond the physical to determine how suitable an applicant is. This brings us to the issue of the competency analysis of those to be interviewed. Competency test is always one of the important selection strategies. This is because it goes beyond what eyes can see. It checks the behaviours of the applicants as well as their characteristics, which influences and drives their performance on the job. A competency can then be seen as the underlying characteristics of a person which enables him to deliver or not deliver superior performances in a given job, role or situation.

The competency of a candidate can be seen in his Skills, educational qualifications, Knowledge, abilities, achievements, strengths, social roles, self image, Traits and Motives. Where the candidate’s skills, educational qualifications, knowledge, abilities, achievements, strengths and weaknesses can be easily identified, his Traits and Motives are always hidden in the core of the candidate. The Motive and Traits of different candidates are always what separates the chaff from the juice. This then means that interviewers should pay more attention during selection exercises in the motives and traits of candidates more than their qualifications and experiences.

When there is an opening in a firm, it is always very important for the Human resources department to check inwardly if there is any existing staff that can fit perfectly into that position. If none, the next step should be to look outwardly. While placing the advert, it is also very important for the HR person to know the job requirements for that position, the educational qualification needed, number of years of experiences on the job, the job description, the gender of the person needed etc. These will help in knowing the content of the advert placement.

It is also always very important for the advert to specify that each candidate should have his profile and career summary in the first page of the resume. This will make the short-listing job simple.

Bearing all these in mind, the selection and recruitment process will flow as easy as ABC. For a guide, a typical selection and recruitment process should follow the sequence below:

Be aware that there is a vacancy / opening in your organization.
Analyze the position/s requirements. Learn everything about the job, the processes, performance; the skills needed, the traits, the competencies, salary range etc.
Vacancy announcement. Place the vacancy in your website as well as in one or two dailies as the case may be. Be sure the daily you are to use has wide readership.
Start your short listing, having in mind the job description and requirements.
Depending on the number you have in mind, shortlist many candidates for the pretest selection to give you a variety of choice.
Conduct the test exercise (for entry job levels mostly).
Prepare interview questions for the pre-screening interview.
Conduct the pre-screening interview (to trim down the number of candidates.)
Prepare more practical questions for the next stage of the interview.
Make your selection and present to the Management for the final selection.
Conduct your background checks/reference checks on the successful candidates.
Recruit the successful candidates.
Conduct employee orientation.
Hand over a copy of the employee Handbook to each of them.
Place them on probationary period before confirmation of appointments.