Effective Methods of Personnel Selection
Personnel selection is the methodical process used to hire individuals. The success of an organisation is determined by the quality and professionalism of the team. In order to avoid mistakes in its formation, it is important to know some of the subtleties in this area. Although the term can apply to all aspects of the process the most common meaning focuses on the selection of workers.
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How to Choose a Good Staff?
There are very few good HR specialists. This is quite reasonable: it is very difficult to predict what an employee’s job will be in the company. How the specialist will work, whether he will spoil the atmosphere in the team and other moments remain unknown until the moment of employment in the company and the start of work. Moreover, negative traits in an employee may not appear immediately.
Commercial organisations have great advantages in this regard: it will not be difficult to dismiss an unsuitable employee. What can not be said about state organisations: there you will encounter many difficulties that relate to the dismissal process.
Effective Methods & Tools
Let’s look at the main techniques that exist and are being successfully applied at the moment. They are constantly being improved, making recruitment more efficient.
- Recruiting is relevant for vacancies with a low level of responsibility.
- A direct type of search for personnel that belongs to the middle link. There are two varieties of the method: Headhunting and Exclusive search.
- Preliminary. Graduates who have achieved high success and senior students are invited to complete the internship.
Data collection resumes, telephone interviews, interviews, testing, professional verification, as well as probation are the tools that can help in finding staff.
Agencies: Pros & Cons
It is not necessary to select the staff yourself. The easiest way is to contact specialists working in an agency that specialises in this. There are high-class HR working there, who will easily find a highly qualified specialist for the position.
The advantages of such cooperation include a very large database of applicants, which provides a huge choice. The agency’s specialists are ready to perform the most non-standard tasks – regardless of the tasks that you set, specialists will select a candidate. Of course, if favourable terms of cooperation for applicants are offered.
The terms of cooperation are very flexible. It is possible to conclude both a one-time and an annual contract. It will not be difficult to choose the optimal level of payment for services – employees will always go to a meeting. HR managers are responsible, but, nevertheless, they will not give you guarantees that the candidate will turn out to be a specialist in many ways exceeding your expectations. Separately, it should be noted that the agency’s HR manager, before providing candidates to the client, conducts a preliminary screening of those who are not suitable.
When choosing an agency, do not chase the price: a low price indicates a low qualification of managers. You should formulate specific requirements for the staff, do not use general phrases. If your requirements are specified, and the HR manager offers you other options – think about his qualifications. Pay attention to the fact that if an agency employee denigrates competitors, this is direct evidence of the professionalism of the recruiting agency. Pay attention to the age of the agency. In case of at least one deception or not getting in touch with you – look for another agency. Only in this case, the recruitment will be as successful as possible!