Post photos of team-building activities at your workplace.

Hiring Personnel

Hiring Personnel

Hiring the perfect person for a certain job is not an easy process. It has to be very elaborate to come up with the expected results.
Claudia Miclaus
For large and prestigious working places or companies, the process of hiring new personnel is not as simple as an inexperienced person might believe at first glance. In order to obtain a high profit, the manager needs to find the perfect balance between the employee, the technological machine he will work with, and the environment. Therefore, behind a successful hiring there is a complex recipe carried out by a number of professionals.

The Job Analysis

The first step is called the job analysis. This type of analysis is made in order to find out the characteristics of the vacant place and also the characteristics of the person who would best fit that specific job. Throughout various kinds of investigation methods, specialists try to find out the necessary job descriptions. They observe what others who have that job are doing in other companies; they interview experts in the domain and also other employees. With the gathered information, they obtain the job description. This description specifies the name of the job, the specific duties, the responsibilities, the wage, the working hours, the hierarchy, conditions for promotion, and many other details, depending on the specific of each company.

Another category included in the job analysis is called the job specification. Using the same investigation methods described earlier, specialists desire to find out the qualities a person would need in order to best fit the job. An additional method used to discover these characteristics is called the method of critical incidents. Specialists gather a large number of positive and negative incidents which took place inside such a job. If each incident receives 60% of the votes of the specialists on the relevance scale, it is generalized and becomes a job specification. To exemplify the method, it will be used the case of a waiter. A positive critical incident could be the fact that he received bigger tips when he was social and kind to the clients. On the other hand, a negative critical incident could be the case when the waiter received a number of complaints when he was being late with the menu and then with the ordered food. If the specialists selecting the incidents consider these two as being relevant, they will generalize them, and therefore, they will add job specifications of sociability and being punctual. A model that gathers all the needed job specifications is called KSAO or Knowledge related to the job, Skills, Abilities and Other important characteristics such as personality, intelligence, and many other specific qualities required by specific jobs.

Recruiting of Potential Employees

The second step in the process of selecting the personnel is represented by the recruiting of potential employees. This part can be done through newspapers, the Internet, or much more discreet, when the manager wants to hire people he knows or people who are known by other employees. In this case, the news of the vacant place goes verbally. A number of people are tested in order to see if they fit the job. They have to leave their CVs, after which they could be submitted to psychological tests, interviews, and also if the job requires high specialization, practical tests. For example, if a person wants to be hired as an astronaut, besides his CV, recommendation, psychological tests and interviews, he would also have to simulate a flight and many other specific job duties.

The Final Step

The third, which is also the final step, operates with the information gathered during the second step. Firstly, specialists have to standardize this information. They have to turn it into scores. They scale the practical performance in numbers; they quote the tests, the interviews, and the CVs. Secondly, specialists introduce this data into a statistical program which ranks the potential employees according to their relevancy to the job. This process is done through sophisticated statistic procedures. After interpreting the results, the specialists make a final interview with the highly ranked persons where they announce that they have been selected and then finally negotiate some of the job descriptions.

In conclusion, hiring new specialized personnel is a complex process which is successfully done with the help of professionals and with a lot of work and investigation.