Key to a Successful Recruitment

chillibreeze writer — Suchit Patel

Before we can understand how to undertake a successful recruitment, let’s first understand the meaning of recruitment and how important it is these days. Good recruitment is all about getting the right person for the right job. It has become an integral part for any organization in today’s competitive world. Earlier, recruitment was considered a part of the Personnel Administration Department (Human Resource Dept.) but it has grown into a separate industry in the last decade or two.

The first thing to do is to understand and analyse the requirements of the job carefully. The analysis should be done on the basis of the demographic information, skills set availability in that region, written & verbal communications, and monetary involvements. Once you have these data, it will make your work much smoother. These data are part of the Recruitment Kit and to understand it closely, it can be sub-divided into three different tool kits: pre-assessment kit, assessment kit, and post assessment kit.

Pre-assessment tool kit
The demographics and skills availability (quantity) are the part of pre-assessment tool kit. It should always be taken care that whatever business we do, we should be having 60-70% of the skills availability from that region itself. It is very important to assess these, so that we are always on the right track for doing a successful business.

Let’s consider that a chemical factory needs to be opened up in a particular city. In this case, if we are having the data regarding the climate, land, surrounding places, the people, availability of the skilled manpower and cost of living over there then our work becomes very much easy and a proper decision can be taken.

The benefits both for the employers and the employees are ample. For employers, it will allow the operations to carry on smoothly. If the employees are hired on the basis of the Pre assessment tool kit, the attrition rate will be less; the replacements would be easily available, the success ratio will increase. From the employees’ perspective, higher retention rate, the success of the Organization will attract them and they would be happy to relocate and stay with the Organization for a longer period of time. Also in turn, it will help to get more candidates from outside the region: may be through referrals or direct hiring.

Assessment tool kit: Skills availability (quality) and communication skills are the two main tools in this tool kit. Before we start any recruitment, we need to set few criteria which remain as the bottom line till the recruitment gets over. When we start looking for the hire, following are the questions a recruiter should keep in his/her mind: Is he/she matching the required job profile? Can he/she be the potential hire? Does he/she possess the required communication skills?

Out of these two tools, you will always get the required skills. Most of the times, the problem is related to communication skills. Because of the globalization, communication skills have become an essential part. The way India is shaping up today and the number of foreign companies getting attracted to do business with us, communication skills has taken have become important. But the question that needs to be asked: is communication required at all levels? The answer to this question depends on the type of industry the candidate is going to be associated with. If it is a Call Centre supporting Customers/Clients outside India, excellent communication is a must. If it’s any other outsourcing (IT/BPO/KPO) unit, 85 – 90% of staff should be well conversant with it (written and verbal). For any other organization, 65 – 70% of staff with very good communication skills can work very well. For any such organization, employees from Mid to Senior Executive levels should possess very good communication skills.

Majority of the Indian companies, nowadays, look for people with excellent communication skills. If all companies will do so, who will give chance to those candidates who have problems with communication skills? It needs to be understood that India being a country which speaks various languages, it becomes vital to rightly assess the need of communication.

A typical assessment process followed by majority of companies for a particular hire includes his/her technically abilities, his/her communication skills, his/her monetary expectations. They have a set parameter and if a candidate satisfies them, then only he/she would be hired. Companies in such cases sometimes might lose out on a good candidate. The hiring process should be set in such a way that it assesses the candidate’s sharpness, his/her technical knowledge and his/her adaptability. Communication is a skill that can be worked upon and improved by providing proper training. It should be a mandatory criterion for specific roles only.

Post-assessment kit
This kit includes the dynamics of a hire. Dynamics of a hire are generally defined as follows: Performance of the employees and their relative impact on the organization. If the employee is performing as per the expectations, it would definitely help in organization’s success. The problem arises when there happens to be a misfit in the organization, what would be the dynamics of a wrong hire? As I defined earlier, the employee’s performance is related to the organization’s performance directly or indirectly. The stakes will be high if the employee is a senior to top level executive.

When I write “misfit”, it means either the employee is not performing as per the expectations or his goals differ from the organization’s goals. Each and every organization has its own philosophies. If the employee’s philosophy is different, then it will definitely create problems in future. The team would get frustrated, the work culture and the work would get affected and client relationships would get damaged because of it, also the Organization atmosphere would get polluted. This would ultimately lead to a failure of the Organization in long run. It is of utmost importance, that proper checks are being made at regular intervals, to ensure the smooth running of the business as per its defined guidelines and values. The recruiter needs to understand the business requirements properly and this kit will help in the same. Therefore, any recruiter, who will follow this Recruitment Kit, will definitely succeed in getting right hires.

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Chillibreeze's disclaimer: This is a contributed article and was published on Chillibreeze in May, 2011. The views and opinions expressed in this article are those of the author(s) and do not reflect the views of Chillibreeze as a company. Chillibreeze has a strict anti-plagiarism policy. Please contact us to report any copyright issues related to this article. The relevance of the facts and figures cited (if any) could change after a period of time.

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—About our writer:

Suchit Patel holds a masters degree in Mathematics and is a HR professional with a multinational company. He is interested in technical writing, report writing, article writing and web content writing. His other hobbies include sketching. He is currently based at Vadodara.

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