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Right person for the right job ...

The job interview

Make adequate preparation for the interview. Get ready for the interview with questions based on the job description and job specification. This way, you will not miss any important matter. As the Human Resource Manager, you determine the way the interview is conducted. Asking the short-listed candidates the right questions will reveal the candidates' suitability for the job. Emotion and irrelevant factors sometimes creep in. Avoid such temptations. Where necessary, remind the other interview panel members.

Selecting the right candidate


Make adequate preparation for the interview. Get ready for the interview with questions based on the job description and job specification. This way, you will not miss any important matter. As the Human Resource Manager, you determine the way the interview is conducted. Asking the short-listed candidates the right questions will reveal the candidates’ suitability for the job. Emotion and irrelevant factors sometimes creep in. Avoid such temptations. Where necessary, remind the other interview panel members.

Engaging the right person for the job will ultimately pay dividend. He or she will require minimum supervision right from the beginning. Select a candidate based on the qualification, experience, competence and other attributes required for the job.

The selection process with all the guides that you need are found in your employee selection policy. If there is one. If there is none, take immediate action to prepare one, have it vetted, and submit for your board's approval.

Appointment

Once the right candidate is identified and selected, prepare the appointment letter as soon as possible. Do not delay this beyond one month. Select a "reserved candidate" in case the prospective new employee rejects the offer. Obtain the agreement of the other panel members on the reserved candidate(s) and have this put on record.

Job re-assignment

Even with all the preparation, it may sometimes occur that the new employee does not truly fit into the job. You may decide to re-assign him or her to a different but equivalent job. But do this with care. By doing this, every employee will contribute to the productivity of your company.

What happens to unsuccessful candidates?

You have selected the best among many good applicants. Have the names of the "short-listed good candidates" entered into your database. You may want to get in touch with some of them when the need arise in future.

Inform candidates who have not been selected as well as applicants who were not short-listed. In writing! This shows the efficiency of your company.

Recruitment of new employees is done for the right reasons! These include
*An important job has fallen vacant
*Your organization has just undergone a re-organization whereby new employees are urgently required
*Your organization has amalgamated with another company
*Your organization is venturing into a new sector
*You are adopting a new approach to human capital management
*You are extending the area of operations of your present activities

This creates a good impression. They will remember your company and will try their luck again.

Review of employment policy and process

As "an employer of choice", you can attract the right candidate for a vacant job.

A well-drafted employment policy can ensure that this happens. In this way, the human resource function contributes to organizational productivity! If you are the Human Resource Manager, you may want to review your recruitment policy at regular intervals.

Head-start in implementing strategic human resource system

Line managers and your HR people can assist you with this review. Do this and you will ensure the effectiveness of your human resource recruitment policy, allowing you to find people who have the right qualities to perform well on the job.

There are organizations who fail to conduct their recruitment activities well. The interview panel asks the wrong or irrelevant questions.

This is a waste of valuable time, effort and money. Avoid doing this. Recruit the right person for the right job from the beginning. If you do this, you will have made a head-start in implementing a strategic human resource management system.

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