Why talk about recruitment and selection now when this isn't a key activity for a lot of organisations in the Gulf? The answer is because the smart organisations across the Gulf are reviewing their recruitment processes now so that when they want to recruit again later in the year they have a process that ensures that they don't take on somebody else's problems - a low performer.
Attracting, motivating and retaining its employees is one of the key issues that all organisations face, irrespective of the climate in which they operate. Any organisation that wants talented people must have a clearly defined recruitment strategy that ensures it gets the best people and bases it upon best practice processes and procedures that ensure consistency and fair treatment of all those involved.
Firstly, the organisation needs a clear recruitment policy. This should show all the hiring managers the aims of the process, the practices to be followed and the way in which the process is to be managed. It's so easy to forget that making any hiring decision is a critical business decision - it's not just an HR process any more.
Use clear and defined job performance criteria - it helps you to know what you are looking for and then decide how you want to assess your candidates. At the heart of any process is the organisation's competency framework. The hiring managers must be trained and knowledgeable in the process. Your hiring managers must have the necessary skills and experience to carry out your assessments objectively, consistently and competently.
Building structure into any process may be frustrating but it has proved time and time again that the best performers are recruited using more objective assessment methods.
Simplicity is crucial though. The simpler the solution, the more effective it will be. It needs to sell the organisation and your brand to the candidate and make sure that the hiring manager complies with the process.
Technology significantly improves the efficiency of the process; systems now exist that are easy to use, can deal with much of the workload and administrative burden and can enable assessments to be undertaken online via either testing or even via online interactive simulations that are now available. They also ensure that candidates can be assessed objectively and fairly.
It may sound weird but do spend time providing feedback to candidates (successful and unsuccessful). It doesn't need to take a lot of time but apart from helping the candidate to understand why or why not they got the job, it also helps to strengthen the organisation's recruitment brand and generate positive exposure of the organisation as an employer of choice.
Accurate information is vital. The information captured during the process must be used to make decisions and kept to support the decisions made.
Most organisations recognise that people are critical to business success and that their skills determine an organisation's competitive advantage.
The recruitment process within an organisation is therefore vital - it must be seen as a business critical process and not an HR process. Implementing a recruitment strategy will ensure the organisation actively manages the talent from the recruitment stage onwards and ensures that the hiring manager sees just how important the process is to business success.
- Dave Millner, Kenexa's Consulting Director, EMEA
Attracting, motivating and retaining its employees is one of the key issues that all organisations face, irrespective of the climate in which they operate. Any organisation that wants talented people must have a clearly defined recruitment strategy that ensures it gets the best people and bases it upon best practice processes and procedures that ensure consistency and fair treatment of all those involved.
Firstly, the organisation needs a clear recruitment policy. This should show all the hiring managers the aims of the process, the practices to be followed and the way in which the process is to be managed. It's so easy to forget that making any hiring decision is a critical business decision - it's not just an HR process any more.
Use clear and defined job performance criteria - it helps you to know what you are looking for and then decide how you want to assess your candidates. At the heart of any process is the organisation's competency framework. The hiring managers must be trained and knowledgeable in the process. Your hiring managers must have the necessary skills and experience to carry out your assessments objectively, consistently and competently.
Building structure into any process may be frustrating but it has proved time and time again that the best performers are recruited using more objective assessment methods.
Simplicity is crucial though. The simpler the solution, the more effective it will be. It needs to sell the organisation and your brand to the candidate and make sure that the hiring manager complies with the process.
Technology significantly improves the efficiency of the process; systems now exist that are easy to use, can deal with much of the workload and administrative burden and can enable assessments to be undertaken online via either testing or even via online interactive simulations that are now available. They also ensure that candidates can be assessed objectively and fairly.
It may sound weird but do spend time providing feedback to candidates (successful and unsuccessful). It doesn't need to take a lot of time but apart from helping the candidate to understand why or why not they got the job, it also helps to strengthen the organisation's recruitment brand and generate positive exposure of the organisation as an employer of choice.
Accurate information is vital. The information captured during the process must be used to make decisions and kept to support the decisions made.
Most organisations recognise that people are critical to business success and that their skills determine an organisation's competitive advantage.
The recruitment process within an organisation is therefore vital - it must be seen as a business critical process and not an HR process. Implementing a recruitment strategy will ensure the organisation actively manages the talent from the recruitment stage onwards and ensures that the hiring manager sees just how important the process is to business success.
- Dave Millner, Kenexa's Consulting Director, EMEA
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