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Techniques of selecting right candidate for right job

Consider the selection process. this is the "ground zero" of your talent acquisition. You depend on your people for your company's success. What can we do to ensure that we get the best talent? What kind of behavioral, situational and panel interviewing techniques can help ensure that you get the right person for the job?

It is very important to define the position for which you are looking for a suitable candidate with best talent. It must spell out the purpose of the job, major duties, conditions under which it is required to be performed effectively, contacts with co-employees, job knowledge, skills, abilities needed, educational qualification, and work experience.

Diversification in the contrary fields of business is becoming the norm for the companies. They are ever in the look out for opportunities for acquisitions and mergers, making joint ventures within the country and abroad, cut costs, outsource, align with the culture, ethos and work practices of those countries.

Recruitments have to be made, from internal or external sources, or various other convention or non-conventional methods to ensure that best candidates are employed and retained.

The basic goal is that the best candidate is given the opportunity, who may find avenues for growth in the organization may agree with its vision and mission and must contribute his might for the success of the business.

Solution Preview

Definition of the Position:

Diversification in the contrary fields of business is becoming the norm for the companies. They are ever in the look out for opportunities for acquisitions and mergers, making joint ventures within the country and abroad, cut costs, outsource, align with the culture, ethos and work practices of those countries.

Recruitments have to be made, from internal or external sources, or various other convention or non-conventional methods to ensure that best candidates are employed and retained.

The basic goal is that the best candidate is given the opportunity, who may find avenues for growth in the organization may agree with its vision and mission and must contribute his might for the success of the business.

Definition of the position:

It is very important to define the position for which you are looking for a suitable candidate with best talent. It must spell out the purpose of the job, major duties, conditions under which it is required to be performed effectively, the contacts with other employees, job knowledge, skills, and abilities needed, educational qualification, and work experience.

Internal or External:

The next very important step is to decide whether the recruitment is to be made internally or externally. Most vacant posts are filled through internal recruitment. Organizations make this choice by analyzing their core business, what do they want, what do they want to achieve, analyzing their ultimate goal, what do they expect by filling this position, how and why it has fallen vacant or come into existence. Has a new department been started like research, invention and innovation?

Example:

We may take the example of Mayne Nickles, a land transport company till recently but today in health- care, Logistics, and express freight.

Strategy for Recruitment:

Recruitment strategy should be able locate and attract the right candidates for the job openings in the organization. Both must mutually suit with each other. Applicants form a pool out of which candidates whose background matches best for the required job specifications are invited for an interview ...

Solution Summary

Science of management, demand of positions, stiff competition and retention of employees present new challenges to companies for selecting right candidate for the right job. Salaries are revising progressively and candidates are ever in the look out for avenues for fulfillment of their desired goals in life. Salary and higher position no longer remain an attraction and retention of the candidates. They are many bright products of the Engineering and Management institutes have rejected very lucrative and promising jobs and joined or formed their own NGOs. The trend is no longer restricted to economic developmental status of the country (ies).

These factors make the hirers all the more important making them sit in attention to wisely select the prospective employees. Management Gurus in the various Universities, Employment Bureaus/ agencies, HR specialist are ever defining the process and tact to attain this goal.

No one can definitely say that yes my suggestion is best.

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