Hiring employees: Staffing policy as a strategic response

Employing staff is a critical business choice. As a result, it is critical to hire the correct person for the organization. Employing the proper staff necessitates adhering to a specific procedure. Identifying needs is the first stage in the hiring process. The human resource manager must bridge the organizational’s personal gaps.

The human resource manager’s function has evolved throughout time. The manner in which the hiring process is carried out might have an impact on employee performance. Businesses prioritize profitability, expansion, and organizational survival. Workers prioritize having acceptable working conditions, good income, and the ability to participate in meaningful work. According to Aswathappa (2005), companies look for talented employees who will enable the organization to grow. The hiring process requires a certain process which includes job design, job analysis, and the advertisements to help get the right candidate.

Hiring plan

Creating a recruitment plan is an effective way to get the suitable employee froth firm. The plan should be done before the interviewing process. Furthermore, an effective hiring plan will ensure that there is uniformity in the hiring process to avoid employee discrimination. The recruitment process in the company is quite complicated. Therefore, it is crucial to only hire individuals with the right skills. As a human resource manager, I will use my knowledge and expertise to review the applications and then determine the candidate who is qualified for the position.

Hiring process

When creating the hiring process, it is crucial to have a hiring committee responsible for the process. The hiring committee will have about three members who have the necessary skills in the recruitment process. Furthermore, the members of the hiring committee will be prepared to have the timeline for completing the hiring process. The job design includes the duties, tasks, and responsibilities of the employee. By changing the aspects of the job design, it will help in improving employee motivation and productivity. Through my professional skills, I will ensure that I come up with job design that is appropriate for the job position. I will make the job design with clear duties, responsibilities, and tasks to be fulfilled by the employees. Some of the approaches that I will use in the job design include job enlargement, job simplification, and job sharing and job enrichment.

The position in the company will be advertised externally and internally. I will use different approaches like intent advertising, newspaper, advertising job fairs, search firms and social networking advertisement. The two most important methods that are effective are social media and internet advertising. Employers and employees use personal contacts networking to achieve the goals when searching for employees and jobs respectively. If there is need to fill up the position quickly, then I will seek the help of an external recruiter. Sonnenfeld & Peiperl (1988) are of the opinion that external recruiters know the right place to get the candidate who is qualified for the job. Moreover, external recruiters will help an organization get employees who have unique skills and preferences. According to Tank (2015), outsourcing the human resource functions is a better approach in handling the activities faster and cheaper than when done in-house.

Selection process

The selection process is a very long one and starts from the application preliminary interview and end with employment contract (Aswathappa, 2005). In the organization, the selection process is based on the hiring committee member professionalism. Therefore, if the hiring committee is skilled, then there is no doubt that only the qualified candidate will be hired for the position.

Several factors affect the selection process. They include labor market conditions, the demand for specific skills in the market, political considerations, cost of hiring, company image, unemployment rate, and company’s policy (Aswathapp, 2005). The screening process is one of the procedures in the selection process. It will help remove candidates who are not qualified for the job position. If an applicant has good work values, then it will be easier for such an employee to continue with that value when given the job (Adkins, Russell, & Werbel, 1994). By evaluating the critical characteristics of the all the candidates, it will be easy to determine if the candidates have the qualifications required for the job position. According to Aswathappa (2005), screening helps in facilitating the stages of the selection process.

Recommendations

In summary, establishing the job role requirements is the first step in the hiring process. It is critical to have everything in place early enough to avoid last minute rush. Personal specification and job description are the foundation of any job advertisement. Furthermore, the job description is a benchmark for assessing potential candidates and a scale for measuring successful employees (Guion, 2011). In as much it may be costly, it is necessary to spend time in formulating the job description. After preparing the shortlist, from either the external or internal sources, the potential candidates are assessed to find out if the candidate is the right one (Philips & Gully, 2009). It can be achieved through interviewing. According to Aylott (2014) after selecting the candidate, the firm will write an employment contract letter stating the terms of employment.

References

Adkins, C. L., Russell, C. J., & Werbel, J. D. (1994). Judgments of fit in the selection process: The role of work value congruence. Personnel Psychology, 47(3), 605-623.

Aswathappa, K. (2005). Human resource and personnel management. Tata McGraw-Hill Education.

Aylott, E., (2014) Employment law: HR fundamentals. London: Kogan Page.

Guion, R. M., (2011). Assessment, measurement, and prediction for personnel decisions. London: Taylor and Francis.

Phillips, S., and Gully, C., (2009). Strategic staffing New Jersey: Pearson Education.

Sonnenfeld, J. A., & Peiperl, M. A. (1988). Staffing policy as a strategic response: A typology of career systems. Academy of Management Review, 13(4), 588-600.

Tank, M. S. (2015).Recruitment Process Outsourcing Vendor: Selecting a Right Business Partner. Journal of Management Science and Technology, 2(2)