The job seekers usually have no idea during job finding about what to expect from a prospective employer. So they only focus on developing an attractive resume or CV for a job application and sometimes hire the services of resume builder for this purpose and expect multiple job offers after that. But actually employees are the ones who can make or break an organization. They serve as a spinal cord when they put productive effort to meet an organization’s goals.
So the big responsibility rests on the shoulders of the management to select the right kind of the people for the right kind of job at the right time. Job recruitment implies to identifying, hiring, motivating and keeping competent employees who suit the job requirement. There are several devices used to select potential employees like performance-simulation tests, realistic job preview (RJP), written tests and interview etc. In performance-simulation test, a candidate is judged on actual job behavior at the assessment centers. The written tests include intelligence, aptitude, ability and interest test patterns. In RJP, a candidate is provided with positive and negative information about the job and organization and he or she is judged on their responses to the information provided.
The widely used selection device is interview which is very effective if it is conducted correctly. It determines a candidate’s intelligence, level of motivation, confidence and other interpersonal skills. The professional organizations usually conduct structured interviews where the questions or criterion of judgment is predefined for the prospective candidates. But in any interview employers look for a candidate with a sound technical knowledge and good interpersonal skills and in today’s world employers prefer people having proficiency in multiple languages and with good management skills.
Interviews have two types apart from structured and unstructured interviews, which are ordinary interviews and behavioral or situational interviews. In the second type, the applicant is judged not only what he or she says but how he or she behaves in certain circumstances especially under stress e.g. the candidates are presented with complicated situations and asked to deal with them. These kinds of interviews are more effective than other types of interviews.
Once a person is selected, he or she has a lot of pressure or stranger’s anxiety when entering a new setup like the pre-game jitters which is a combination of excitement and fear. So it is an important part of job recruitment and a responsibility of management to conduct employee orientation i.e. to introduce the new employee to the organization so that he or she gets familiar with the job and the people he or she would be working with.
The job recruitment function also focuses on performance, compensations and dealing with the performance related problems of the employees. The key point in job recruitment is matching the skills of the employee with the suitable task. Unmatched skills leads to job dissatisfaction and performance related issues but if it’s not the unmatched skills which are hampering the performance of the employees then the management should provide the troubled employee with proper counseling.