The staffing process of any organization is crucial to make sure that there are right people appointed to the jobs they are qualified and experienced in. Everything has to be planned. When you launch a hiring campaign, you must have clear goals of what you want to get out of your efforts. Discussed here are important steps that will assist you finding people who have the skills to be successful in the role and can fit into your culture.
1. Estimating requirements
To hire the right number and the right type of employees, you must know the requirements first. Start with creating a detailed requirement sheet mentioning clearly – the number of people required, job roles and responsibilities, and qualifications and experience. Having this requirement sheet will assist hiring managers to deliver great results, in little time.
Parts of this function are assessing job functions, existing workforce, and additions needed to not over burden people. Each employee should have a set of responsibilities that justifies his/her position and compensation. There must be a balance between the amount of work and the number of people contributing towards completing it. A comparison between what’s needed and what’s available depending on the amount of work will help hiring managers either hire or remove. Neither over-staffing and nor under-staffing does an organization any good. So, hiring managers should always be looking to achieve a state of parity.
2. Recruitment
After knowing the requirements, the manager invites people to apply for jobs. The job requirement should clearly mention the desired candidate profile, so that only eligible candidates apply for the job. While you would want several options to choose from, having people with different expertise apply for the job will only increase your work hours and stress. Though hiring people through internal transfers and promotion is always the best way to go in terms of time and compensation; organizations usually have to work together with placement contractors, consultants, and employment exchanges to meet their needs. Organizations can also make use of media to advertize their job requirements.
3. Selection
This is what could make or break the entire process. Scanning candidates for the right skills, experience, and qualification needs the hiring manager to be at the best of his/her ability. Through test or interview or discussion, you should be able to judge whether a candidate is a fit for the job or not. The selection process also introduces the candidate to your organization, so you have to be very careful in what you project. Sometimes, the right candidates would not consider the opportunity just because they didn’t like the work environment. It’s a two-way process, with both the company and the candidate having to be very careful in the way they come across to each other.
4. Placement and orientation
The manager has done his/her role by hiring the right candidate for the job, it is now candidate’s turn to either accept the appointment terms and occupy the position or deny based on grounds he/she deem unacceptable. During orientation, new employees are introduced to the existing ones and are made to feel comfortable within the organization. It is an aspect of staffing with the basic objective of familiarizing the new employee with people, processes, and work space.
5. Training and development
Every organization has a different way of doing things – the crux remains the same, only the method changes. Through training, the new employee is imparted the required skills, understanding of the process, and familiarity with company’s policies. Training assists them in doing their work confidently and helps them in achieving the goals for which they were hired in the first place. It develops their skills and motivates them to set higher standards.
6. Compensation, promotion, and performance appraisal
The company should have a fair wage structure, making every employee being paid according to their skill, experience, and responsibilities they fulfill. Promotion and performance appraisal are based on an employee’s performance over a period of time. This is how organizations reward great performers and motivate others to follow their lead. This is done through a hike in salary and change in position and responsibilities.