When you are appointed as a Staffing Manager to recruit people for a job vacancy, then you become the one responsible for hiring the right people or wrong people. Henceforth, the future ambiance or productivity depends on your hand. So in order to recruit the right person, first you have to know what job you are hiring for, and what are the job descriptions. Then only you will be able to understand the job role and qualities require meeting the job responsibility. In case if you do not possess any idea about exactly to look for in a candidate, then you may look forward to the experienced employees of the same designation and extract information from them to find the best match for the job.
As we have observed the working method of Mr. William Almonte, to hire an efficient candidate, there are several things that should be taken into account. Like the cost of organizational and training come to the fore. Also, the ability and skills in the candidates to begin with initially and thrive for learning more.
Let’s discuss some basic factors of hiring the right candidate:
A Strong Concept of the Job Role:
The recruiter or the person assigned to recruit the right candidate has to have a strong and clear concept about the job role. If it is a pilot project, then it is always advisable to discuss with veteran seniors about the potentiality requires matching with the job responsibility. A full analysis is needed to understand the functionality of a job post, to hire the appropriate people for it.
Future Possibilities:
As per Mr. William Almonte, the staffing manager also has to concern about the long run possibilities, hence recruiting the correct people might turn out beneficial for the company. Since, a company invests a lot in an employee, hiring misfit people would result in a loss in the future and they might not sustain in the company for a longer time.
List down the Qualities:
The Educational qualification, experience, extra non-technical skills and other job oriented knowledge, everything that are significant to meet the requirement of the post, should be jotted down in a list. The recruiter has to be very sharp while observing resumes and should discard the irrelevant ones immediately. If the requirement list is getting long to find the best match then trusting away some of the criteria would help to get a close match concerning the job responsibility.
Technical Assistance:
The staffing manager may use advanced technology to fasten the procedure of recruiting people. There are several smart software that may help to sort out candidates from the bulk of application, as per the desired list. The recruiter should choose a software that will help in multiple ways with many options to filter out the unnecessary bio-data.
Conclusion:
The last and final stage comes to the interview round, where questions should be flat and general; rather it should be customized based on each candidate. So that would help to bring out the originality of candidates, and will eventually benefit to the judgment, recruiting the right person fit for the job.