Recruiting the Best Employees
Effective recruitment is critical for the small firm as you have fewer employees tasked to perform the operating activities of your firm. You need to hire the best employees for your small business. If you hire the wrong employees who perform below par or are incompetent, the productivity of your firm will most likely be compromised.
Recruitment begins with the human resource planning process. This process allows you to forecast the number of employees your company needs and to generate information about the jobs to be performed in the firm and the kinds of employees who will perform them. For the small company, a simple strategy would be to first project sales, which in turn allows you to determine the volume of production to meet sales. Thereafter you identify and decide on the personnel needed to maintain estimated output volume. You may also need to consider other internal and external factors including growth opportunities, technological advancements, administrative changes, and financial resources.
Once appropriate personnel needs are projected, your next steps involve recruitment and selection. You do this by building a pool of qualified candidates. You may source candidates internally, by promoting from within the firm, or externally via campus recruitment, advertising, employment agencies, executive headhunters, the Internet, and referrals. Current employees who have consistently exhibited superior performance are targeted to occupy vacant positions requiring greater skills and competencies than they are currently occupying. As a policy, you should resort to external recruitment only when vacant positions cannot be filled from inside the company. The benefits of internal recruitment include increased morale and employee loyalty.
Once you have built your pool of candidates, you begin the selection process by screening the applicants. For the small firm, screening begins with the evaluation of the application form submitted by the applicants. You can design your own application form and include job and personality factors that would be relevant and help you shortlist your candidates. These job and personality factors which serve as the basis for your selection criteria are derived from the job analysis information generated from the human resource planning activity. The selection criteria detail the knowledge, skills, abilities, experience, values, and other essential and desirable qualities, attributes and competencies you wish your new hires to possess. You should be able to know exactly the kind of individuals you want to join your company. Screening enables you to gather information about the applicants, compare them with what you require per the job analysis information, and to make predictions about the applicant’s likely behavior and performance on the job when hired.
Recruitment is important because it has strategic implications on your other human resource activities. It also directly impacts on competence and employee commitment. The quality of your employee commitment depends on your ability to hire employees who are competent and have the potential to do the job. The more qualified applicants you have, the easier it is for you to select the best employees suited for your vacant positions. Furthermore, when you have good employees, the higher will be the likelihood of your company’s success.