Recruitment & selection objectives
Recruitment and selection objectives include a variety of components related to finding, hiring and retaining qualified employees. Clear definitions of the job qualifications allow easier identification of potential candidates. Recruitment consists of attracting capable individuals using methods such as outsourcing and the Internet. Selection objectives consist of evaluation techniques such as interviews, background checks and competence tests.
An understandable and clearly defined list of required qualifications aids the recruitment process by eliminating unqualified potential candidates. A straightforward list of necessary skills and achievements simplifies the process and is the first objective for recruitment. The most important qualifications belong in the body of the job description. For example, a job that needs a college degree should state the requirement in the job description. An upfront list of qualifications such as a college degree eliminates unqualified individuals and streamlines the recruitment and selection process, states HR World.
Identification of competent applicants remains a main recruitment and selection objective for businesses seeking reliable employees. An applicant who appears qualified on paper may wind up unhappy and unmotivated in the job if the fit is wrong, according to an article published in Cooperative Grocer in 2006. Identification of applicants who are both qualified and motivated comprises a large portion of the recruitment objective for businesses desiring long-term employees. Development Dimensions International offers a series of questionnaires designed to identify motivated employees instead of just qualified employees.
Recruitment and selection objectives include maintenance of a diverse set of attraction methods. Businesses must draw in applicants by actively recruiting qualified people, especially if the field is competitive. An article published by The San Francisco Chronicle in 2006 outlines numerous methods of attracting a variety of potential employees. The Internet offers a place to post jobs in online classifieds as well as company websites. Outside recruitment agencies known as headhunters search for qualified applicants and require payment for successfully finding an employee.
Solid evaluation practices ensure the recruitment and selection process results in competent and motivated workers. A varied and extensive evaluation method helps achieve the objective. Research published by Development Dimensions International suggests a multidimensional evaluation process including interviews, tests, biography and experience. Interviews reveal personality traits and behaviours including level of professionalism and ability to interact. Psychological tests expose potential hidden characteristics such as the person’s method of dealing with crisis. Experience discloses work style and level of loyalty. For example, a resume filled with multiple jobs in one year’s time indicates a person who jumps from company to company.
A final objective of the selection process entails confirming the results of the evaluation using another method. For example, references checks confirm the validity of the applicant's resume and claims of experience. Interview questions related to test results double check outcomes of both. For example, confirm or deny a test result indicating a potential for idleness by asking questions such as “What would you do if you had extra time after completing a project?” during the interview.