Recruiting- Right Person in the Right Place

Hiring the best of people becomes imperative for professional organizations to maintain highly trained staff.

The credit for an organization's continued growth and success to recruiting the most talented and best people available in the industry. With economy booming with new talents talent, it allows one to be selective about the staff one hires. The most difficult yet essential step is finding the right talent for the organization - someone that has the skills for the job, easily blends with the culture, interacts well with the team and believes in the company's mission.

Hiring the best and most talented people is the most challenging part for every manager, supervisor and human resources professional. It requires a highly effective evaluation methodology to select the best candidate for every position and an aggressive, relationship-based recruiting strategy to find the right people.

For any given job category, the important items that should be on one's hiring checklists are:
• What constitutes a "Good Fit"
define the outcomes desired from the person you hire.
• Define the Job Specification -
develop a job description that clearly describes the performance responsibilities of the person you hire.
• Write a Job Requirement Checklist.
• Develop the largest pool of qualified candidates possible.
(Search via professional associations, personal contacts, universities, search firms, and other creative sources when necessary.)
• Decide on the Recruitment Methods.
• Select the Best Method for the Job.
• Pre-screen the Resumes.
• Prepare for the Interview.

Devise a careful candidate selection process that includes culture match, testing, behavioral interview questions, customer interviews and tours of the work area.
• Set questions
Although it will take a time investment, you should have a strong list of questions ready before you begin interviewing a candidate.
• Second Interview
Conduct at least two interviews with a candidate before hiring him or her, especially if the position is very important.
• Think about Pay and Title Equity.
• Manage the Interview.
• Background Check.
• Perform appropriate background checks that include employment history, education, criminal records, credit history, drug testing and more.
• Make the Hiring Decision.
• Finalize an Offer Package.
• Provide training, education and development to build a superior workforce.

Positive Employee Orientation:

A positive employee orientation is imperative for employee retention and education. This ensures that the new employee has a complete understanding of the flow of the business, the nature of the work, benefits and the fit of his or her job within the organization.

This also ensures the provision of ongoing technical, developmental, managerial, safety, lean manufacturing and/or workplace organization training and education regularly. The type of training depends on the job. Some experts recommend forty or more hours of training a year per person.