Critical mistakes to avoid in a recruitment procedure
The recruitment procedure in an organization can be rightfully described as a procedure which facilitates the entrance of the new employees in an organization and helps in ensuring that any organization is capable of employing the right kind of workers for the right kind of job. However, it is not possible for all the organizations to appoint the right kind of employees in the right procedure and with respect to this it can be rightfully stated that the right recruitment strategy is essential to the success of any organization (Albrecht et al., 2015). The given report will be highlighting the problems being faced by Ellard Williams with respect to the recruitment problems which they are facing like the reduction in applicants, rise in position filling and others. For this reason, the report will highlight the critical mistakes to be avoided in the recruitment process which will then be followed by the general recruitment process to be followed. Moreover, the traits and characteristics of the ideal employee will also be stated.
Critical mistakes to avoid in a recruitment procedure
Recruitment is a complicated process which an organization generally follows in order to get the right employees, however, very often the organization ends up making mistakes which may lead to a problem in the future of the organization (Bratton & Gold, 2017). Hence, given below are certain mistakes which an organization can avoid making in order to ensure a better selection procedure.
- Not creating a good job description: Very often companies like Ellard Williams may fail to create a good job description which might lead to problems with respect to the awareness of the candidates relating to the kind of job they are applying for.
- Using biasness: The recruiters often use the medium of biasness to choose the right kind of the employee for their organization. According to Storey (2014), certain recruiters often reject the different employees based on their gender, ethnicity or background which must not be the correct case. The recruiter must rely on the decision making abilities of the different organizational members.
- Relying on just the interview: According to Brewster and Hegewisch (2017), various managers just use the medium of an interview to recruit a candidate which must not be the case and in real a test which is similar to the actual task must be provided to the candidate in order to test him (Marchington et al., 2016).
- Rejection of an overqualified candidate: Very often another mistake which is made by the recruiter is that they might reject an overqualified candidate which must not be the case as these people often have the skills to build and develop the right kind of team.
Hence, these can be stated to be some of the crucial mistakes made by the organization like Ellard Williams in their recruitment procedure and must be taken care of to help them adapt to new realities.
The general recruitment procedure which may be widely followed in an organization is as follows:
- Identification of vacancy: The first procedure in the process of recruitment is to identify a vacancy which exists in an organization and then acting upon it (Kramar, 2014).
- Preparation of job description as well as person specification: The second step is to prepare a job description and a person specification which will state the kind of people that vacancy is required to be filled with. This is one of the most integral aspects of any recruitment procedure.
- Advertisement of the vacancy: The next step is to advertise the vacancy at the correct medium to get the right employee response (Jackson, Schuler & Jiang, 2014).
- Managing of response: After the response has been given, the response needs to be managed with respect to the job description.
- Shortlisting: Moreover, after receiving the response, the employees are shortlisted for the right job role.
- Arrangement of the test and interviews: After shortlisting, the next step involves selection of the candidates for the job and its preparation procedure.
- Conducting the above procedure and indulging in decision making: After the last procedure has been carried out, the candidates are selected.
It is important for a firm like Ellard William to ensure that they attain a larger talent base which will then assist them in recruiting in a better manner. Hence, for this purpose, the following strategies can be followed by the company in order to gain a larger talent base:
It is important for the firm to find a suitable platform like that of a business school, locality, college or an institute as a platform and to create a community which will then assist the firm to find the right candidates (Collings, Wood & Szamosi, 2018). The advantage of this is that the company will be able to find candidates who already have a certain level of qualification which makes the recruitment procedure easier for the employees.
As the technology has advanced considerably, it has become critical for the organization to use the social media platforms as a medium to find candidates for the recruitment (Reiche et al., 2016). The company can easily post on pages of suitable candidates of colleges and b-schools or other employment groups and have an access to all the candidates who are a part of the group.
The next strategy in order to gain a larger employee base and talent pool is to look internally (Wilton, 2016). Once the employers start looking internally they might realize that some of the employees are actually quite overqualified or experienced as per their current posting and for this reason, they can be easily hired for the other purposes of the firm at large.
By making use of these strategies, Ellard Williams will be able to successfully hire employees more easily.
All the organizations including that of Ellard Williams require a good candidate in the organization so that they will be easily be able to ensure that they turn out to be good employees for the organization at large (Chelladurai & Kerwin, 2017). Hence, given below are certain traits and characteristics which are associated with qualified candidates:
- Confidence: A qualified candidate can be considered to be one who possess adequate confidence which will then assist him to face any situations which the organization may be exposed to and which the firm requires.
- Passionate: The individual should also be passionate in nature which would then go a long way in ensuring that they will be enthusiastic about any job they do.
- Reliable: The qualified candidates are usually quite reliable in nature. They can be easily given out responsibilities and they possess that harm that makes the recruiter believe that they will be able to successfully take up the responsibility and perform well.
- Technical skills: The qualified candidates possess relevant technical skills like that of software and digital which makes them quite successful for the organization.
- Hard working: Thee qualified candidates often possess hints of the quality of hard work. These candidates have performed well in various spheres of life and for this reason, they are considered to be suitable for the firm (Brewster, Chung & Sparrow, 2016).
- Proactive: They are proactive in nature and believe in completing their tasks on time. Additionally, they are good communicators as well. They tend to form healthy relationships with various employees which makes them suitable for the present business environment.
Conclusion
Therefore, from the given analysis, it can rightfully be stated that, the recruitment procedure is believed to be quite an important aspect of the organization and for a company like Ellard Williams, the correct recruitment procedure has a major role to play whereby it will go a long way in ensuring that the company is successfully able to reduce its employee related issues and achieve a competitive edge.
References
Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), 7-35.
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
Brewster, C., & Hegewisch, A. (Eds.). (2017). Policy and practice in European human resource management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Brewster, C., Chung, C., & Sparrow, P. (2016). Globalizing human resource management. Routledge.
Chelladurai, P., & Kerwin, S. (2017). Human resource management in sport and recreation. Human Kinetics.
Collings, D. G., Wood, G. T., & Szamosi, L. T. (2018). Human resource management: A critical approach. In Human Resource Management (pp. 1-23). Routledge.
Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human resource management. The Academy of Management Annals, 8(1), 1-56.
Kramar, R. (2014). Beyond strategic human resource management: is sustainable human resource management the next approach?. The International Journal of Human Resource Management, 25(8), 1069-1089.
Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource management at work. Kogan Page Publishers.
Reiche, B. S., Stahl, G. K., Mendenhall, M. E., & Oddou, G. R. (Eds.). (2016). Readings and cases in international human resource management. Taylor & Francis.
Storey, J. (2014). New Perspectives on Human Resource Management (Routledge Revivals). Routledge.
Wilton, N. (2016). An introduction to human resource management. Sage.
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