Do you believe that business excellence is largely determined by the quality of employees? Do you also believe that the the quality of employees is in turn determined by the recruitment standards of businesses? If both of these propositions are true which many studies are inclined to support, then every employer should put more serious thought to forming their recruitment programs.
Recruitment standards refer to the requirements which all potential employees should conform with. The possession of qualifications as set forth by these standards provides an advantage over other applicants although there are usually other factors considered by employers in coming up with final hiring decisions. In essence, these standards reflect the minimum qualifications expected from employees.
There are at least five basic factors that make up a typical recruitment program which determines the acceptability of an applicant. These are:
1. Educational Attainment
Every position requires possession of knowledge that is specific to the job. While a certificate program will suffice for some, other positions will require higher learning like a master’s or doctoral degree. The higher the position, the higher the level of knowledge is required.
2. Work Experience
Selection of the right applicant does not always depend on educational attainment. Sometimes, work experience becomes the deciding factor especially for jobs requiring specific manual expertise. Not all people who know something in theory will know how to execute it properly.
3. Personal Record
All employers would like to be assured that they are taking in people that can be trusted. An applicant with a criminal record or some other negative record usually does not fit the bill except for jobs that are being offered particularly to former prison inmates as part of a rehabilitation program. Some employers are also taking notice of social network activities of applicants in determining fitness for a job.
This is probably the hardest part to establish since real work and personal attitudes tend to reveal themselves in time. Some interview questions are particularly intended to ferret out views and opinions that can provide a clue to attitude. An opposing view may or may not affect the interview results depending on how important it is for the employer.
Credible references especially from former employers are welcomed by any employer. It shows that the applicant is leaving or has left a former employer in good standing. In this scenario, the new employer can expect to have the same working relationship with the employee.
About the Guest Blogger:
Antonio is a human resource manager who believes that businesses will have more chances of success with progressive personnel.
Originally posted on October 4, 2012 @ 4:22 pm