Denise L. Thomas Dr. Courtney Bibby Human Resource Management MBA 605 March 2, 2013 Employer Selection the Role of HRM finding the Right Candidate The role of Human Resources Management, here in after referred to as HRM has many faces; the most important role that HRM assumes is in the staffing of human resources. This paper will explore the methods and strategies that are used in the selection for Mr. or Ms. Right. Do HRMs handle this important role with expertise? Employment selection impacts many levels, as it delivers an important net result.
Companies are as good and productive as the employees that represent them. Employee selection has a vital role in the success of all companies. Most would agree the reason we return to a favorite restaurant, retailer or business establishment is largely due to the personnel. A new product launch, operational production requirements, an aging workforce and seasonal demands, are all reasons management will turn to the HRM manager for support in addressing their staffing needs. HRMs will conduct a needs assessment for reaching the hiring goals and objectives. Hiring the right person the first time doesn’t happen by accident; it happens by design. Always be clear about the position you want to fill-long before interviewing. Define the Thomas page 2 position based on what your business needs. Identify the standards, skills and knowledge that the perfect hire would have”. (Cameron & Keis, 2003). Now, with a firm understanding of the expectations needed for hiring. The HRM manager needs to enlist potential candidates to meet these objectives. Recruiting in todays’ world of the internet is much more efficient than methods of the past. There are numerous job boards to begin your recruiting rocess. Job boards like Career Builder and Monster service many employer’s with various hiring needs, they have proven creditability for attracting quality job seekers. A consultant will assist the HRM manager to achieve the visibility and positioning to attract candidates to their web page. Although the internet provides a great resource for pooling talent, there are other tried and true methods for recruiting. Internal job postings are a great opportunity for current employees to consider advancement; this also gives management an idea of personnel seeking to move forward within the company.
In many cases word of mouth will yield good results for networking and recruiting for career openings. Current employees may have knowledge of someone whom they feel would be great for a position. It’s a good idea to include different types of recruiting to gain a broader reach for talent. The most time consuming part of recruiting is the first round of interviews. It is common for HRMs to schedule phone interviews with applicants. The phone interview allows the ability to gage the potential of a candidate before bringing them in for a face to face Thomas page 3 interview.
Phone interviews will able HRM to address any question you may have about items on a job application or resume. The phone interview may incorporate questions that are behavioral and those that are situational. This type of inquiry will be helpful in examining the ways an applicant handles conflicts and problem solving. This may also illustrate the applicant’s ability to lead and persuade other towards a preferred outcome. Another important aspect included as part of the pre- interview is testing. “Testing and assessments are a must for your short-list interview process. ” (Cameron & Keis, 2003).
The analysis of behaviors prior to the face to face interview should not be overestimated. Currently these exams are provided during face to face interview or most often inclusive with the online applications. Upon completion of the pre- interview screenings, the best candidates of this process should be selected for in person interviews. Mangers that will be involved with the interview and decision making need to be prepared and skilled in their interview technique for this final process. “As with most managerial skills, the skills required to make a better hiring decision can be learned and can be developed with practice.
Along with examining skills, the astute manager considers an applicant’s fit with the organization’s culture. If the culture is open and loose in an organic structure, a bureaucratic personality would make a poor fit. “ (Buhler, 1992). So now the fun begins. Hiring managers have a shared responsibility during this phase of the staffing process. The environment should be one that is conducive for the meeting. Thomas page 5 Applicants are also reviewing the work place to visualize if they could envision themselves working in the location.
It may be a good idea to alert the office staff that interviews will be taking place, all staff needs to exhibit best practice office etiquette during this open house of prespective new hires. I feel this aspect is often overlooked. I recall on many occasions I observed the work culture of an office during my visit, and determined I wasn’t a good fit for the group. Additionally, managers who have not familiarized themselves with the resumes and or applications do a disservice to the process of interviewing. I have been frustrated during an interview when I find myself becoming redundant to an issue.
All applicants understand that HRMs and managers are busy, however, we are discussing future employment and what contribution I can make to your organization! Moreover, when we consider the cost investment for hiring and training of new employees this matter requires a serious commitment from all involved. “The setting of the interview is extremely important to get it off to the right start. This is an opportunity for the applicant to “interview” and judge the organization. ” (Buhler, 1992). HRMs in many corporations have a structured interview format that they are required to adhere to, in maintaining the integrity of the hiring process.
The interviewer will let you know prior to the start of the questioning, if they will be taking notes of your answers. I have participated in a number of these types of interviews and most of the questions are behavioral or situational. A candidate that has done their homework will be prepared to answer this line of questioning. In some situations a face to face meeting will be conducted by a HRM manager. They will conduct the interview and make referrals to the manager. Thomas page 6 “Hiring is more than merely selecting a “nice person. ” It requires carefully selecting the best person for the position.
A new skill being sought in new hires is innovation. Organizations without innovation will become stagnant and perish in time. Survival means thinking creatively. The best infusion of creativity comes from outside the organization—from new hires. ” (Buhler, 1992). “Traditional interviews don’t accomplish a lot. In selection interviews they ask the wrong questions, ask the questions the wrong way, violate laws, fail to take adequate notes and ignore body language”. (Smart, 1987) . I can attest that I have participated in interviews that made me want to exchange places with the person behind the desk.
Some managers are very uncomfortable with the responsibility needed to become a skillful interviewer. Situations where it is detected that the interviewer seems displaced allows the applicant to take the interview over, the hiring manager is no longer in charge. This scenario is a disservice in search for the perfect candidate, or is it? One could say that if an applicant has this type of skill set they represent someone who is not afraid to take the lead and shows initiative. These skills are most desirable to most employers. “A high- quality selection interview requires more than just a sufficient amount of time.
A matrix format is much more comprehensive. The interviewer begins by asking candidates about chronological history-beginning with education and progressing through job 1, job2, job3 and up to the present position. “ (Smart, 1987). Thomas page 7 After a series of selected candidates have been interviewed and the final contenders are selected. HRMs will ask candidates to return for a second or final interview. This allows recruits to have a final opportunity to offer evidence of why they should be selected for the current opportunity.
If managers are undecided this review should assist in the finalization before making a job offer. “Check references after the interview, to confirm consistency between the candidate’s comments and the opinion of his previous employers”. (Cameron & Keis, 2003). Making the job offer to the final recruit is the last step in the recruiting. Verbal offers will need to be followed with written documentation outlining the specifics of the job offer. “Hiring the right person the first time takes planning, systems, tools, and structure.
Customize and document your process to fit your organization; you will create own internal marketing plan to attract just the right people”. (Cameron & Keis, 2003) Strategies and resources assist with the selection to find the right candidate for a job. Significant time and effort goes into the preparation of selecting human resources on both sides of the spectrum. The final decision in choosing the best candidate is narrowed down to who has the “it”. The “it” factor is made up of many things, it is perhaps best described as something special that shines and stands out greatly.
Go forth and let your brilliance shine. Works Cited Buhler, Patricia. “Managing in the 90s: Hiring the Right Person for the Job. ” SuperVision 53. 7 (1992): 21-. ProQuest Central. Web. 2 Mar. 2013. Cameron, Gordon, and Ken Keis. “Hire the Right Person the First Time! : Hiring the “Wrong” People Costs You Money! ” S S G M, Service Station & Garage Management 33. 7 (2003): 0,n/a. ProQuest Central. Web. 2 Mar. 2013. Smart, Bradford D. “Progressive Approaches for Hiring the Best People. ” Training and development journal 41. 9 (1987): 46-. ProQuest Central. Web. 2 Mar. 2013.