RECRUITMENT: Hiring right person at the right level is crucial for organization’s success.

Recruitment is one of the most important functions of organization building. Hiring the right people at right level is crucial for the success of an organization. People hired will either take leadership positions today or in future depending upon the level at which they are hired. Right investment in human resources will reap fruits in future.

An employee who works effectively and efficiently will be productive and contribute to the growth of an organization while an incompetent or a person with negative attitude can be a huge drain on the resources of the organization.

Entrepreneurs should have a formal hiring process in place while looking for new staff. Time and work invested into findings the right people, will improve chances of hiring better performers. Human Resource Management is a vast area in itself. That is why is taught as a separate subject in graduation courses and specialized post-graduation courses.

There are few important steps/concepts of recruitment are:

1. Need of clarity:

Before starting the process of recruitment, it is important to have clarity of the job and level at which one needs to recruit. Most of the employers do this exercise. However, one should also have clarity about culture, value systems, salary levels, environment and other variables which the organization, as an employer, is going to provide to the person recruited.

For selection of the right candidates one should have clarity on expectations from the candidate as well as clarity on the expectation such a candidates from the organization.

For getting clarity, it is important to know certain things:

a. Objective: Why he is in the organization
b. His job profile: What does he do in eight hours of the day
c. Skills set required for such job
d. What are his deliverables
e. What will be his next 3/5 years growth path 

2. Conducting Written Test:

All organizations while recruiting people for any role specify eligibility criteria which are defined in terms of some qualifying degree and experience, yet most of them conduct a written test and interview before the final selection. This is done to test candidate’s competency and traits and also to see that their attitude skill set matches the job requirements and organizational culture. Generally organization conduct two kinds of written test papers i.e. intelligence quotient test (I.Q test) and a test relating to the job.

This process helps in filtering the qualified and competent candidates from mere degree holders.

3. Interviewing the Candidate:

Interview is the most common aspect of any recruitment process. In fact, some organization even prefer group discussion or interview at multiple levels i.e. by Human Resource (HR), by technical person and then by a group of senior people.
The major objective of the interviews is to check the candidates:

a. Technical Skill
b. Communication
c. Ability to present himself
d. Body language
e. Honesty
f. Transparency, etc.

Any mismatch between the need of the employer and expectation of the candidate is harmful to the employer as well as the candidates. Therefore right person at right level is the key to success of any organization.