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Recruiting personal is difficult and is distinguished by four phases as follows:
First, it is necessary to determine the description of the function and a develop a profile of the person you want. The profile should include education, working experience, skills, age, the type of character and personal attitude as well as state of health.
Second is the recruitment process. Large companies may first try to find somebody within the company looking for a new challenge or to recruit somebody outside the company that you already know. If this, somewhat informal search for candidates fails, a formal announcement or advertisement should be placed in the media, at job centres, schools etc.
As soon as there are candidates meeting the minimum requirements,
the selection procedure can be started. When application submission deadline passes,
you can invite the best candidates for interviews. In governmental institutions
it is common to have worked out a well designed procedure how to appoint a new employee.
This includes appointment of several experts in the selection committee, to work
out a form to indicate the score of each candidate on the different selection criteria
etc. In private companies there is usually a much more simple system, in which the
director or a so-called head-hunter plays a major role. If you are not experienced
in this matter, it may be wise to do the selection not by yourself alone.
At the end, the decision is made. As soon as the highest ranked candidate accepts your offer you should send all the other candidates a short note thanking them for their interest in working for your company but informing them that somebody else has been selected.
A new employee should undergo a kind of introduction program at the new accommodation. Although it seems very obvious that a newcomer should be instructed regarding the details of the new job and the rules and customs of the company, the reality is that, especially in small companies, the introduction program is often lacking or is incomplete.
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2.4.4. Staff Management | Evaluating |
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