Six Steps for Making a Business Case
Organizations tend to work collectively. Ideas tend to come to individuals within the organization. However, they need to be spread across the organization. Any change only takes place if several people in key positions believe that the idea is good enough. This is where a business case comes in handy. Executives from all departments in […]
Performance Management and Reward Practices
Today organizations are showing a high degree of commitment towards reinforcement of reward practices which are aligned with other HR practices and the goals of the organization for attracting, retaining and motivating employees. Efficient reward practices helps in attracting result driven professionals who can thrive and succeed in performance based environments. Hence, it is a […]
Why Professionals and Students Must Invest in Specialized Skills
The Second Machine Age and its Implications for Manufacturing and Services Many Asian countries benefited from outsourcing of manufacturing and IT (Information Technology) services from the West. Prominent among these beneficiaries are China, which became the workshop of the world and India, which became the back office of the world. Indeed, this wave of outsourcing […]
What is Social Entrepreneurship? – Definition, its History and Concepts
Social entrepreneurship is all about recognizing the social problems and achieving a social change by employing entrepreneurial principles, processes and operations. It is all about making a research to completely define a particular social problem and then organizing, creating and managing a social venture to attain the desired change. The change may or may not […]
The Role of Monetary and Non Monetary Incentives in Enhancing Employee Performance
The Role of Incentives in Enhancing Performance and How They Work In Practice Organizations exist to provide goods and services to their consumers and clients and in turn, pay their employees salaries and bonuses to get the necessary work done to produce such goods and services. Such salaries and bonuses are part of the monetary […]
People are the lifeblood of any organization. Whether the organization is in the traditional sectors like manufacturing or it is a “new economy” based one like IT and ITES, it needs to be staffed with people of caliber and mettle.
Hence, the kind of people that an organization hires is critical to the success of the organization. In this respect, the hiring strategies followed by organizations take on prominence in the competitive business environment of the 21st century.
Hiring can take place in many ways and at many levels. It can be for entry level positions or “lateral” hiring where people with experience are taken on board.
Further, hiring people can be based on competitive exams (entry level) and the personal approach favored by HR managers for senior level positions.
In recent times, hiring for the entry level has taken on an entirely new dimension with the campus recruitment procedures that rely on getting the best talent available from the campuses for companies wishing to hire for entry level positions.
The other way of hiring is through selective approach where the Staffing department entrusts the placement consultants with the task of identifying potential employees by picking “profiles” from employee databases and the consultants own database as well.
As outlined above, the different hiring strategies are for different levels in the organization. The most niche hiring takes place at senior levels where the essence is discreetness and hence dedicated consultants or HR professionals approach people at higher levels on a one-one basis.
Whatever be the hiring strategy deployed, the essential components of the process remain more or less the same. These include:
The hiring process ranges from as less a month or so to drawn out affairs for niche placement. The strategic imperatives that underpin hiring depend on the ability of the organization to effectively leverage its reputation, flexibility in the roles that are available, availability of skilled resources and finally, the package that the organization is willing to offer.
Most debates in organizations on the hiring process hinge on the length of time it takes to hire a person for a particular role and the package that the organization is willing to offer.
The term “fitment” is often used as HR jargon which is all about whether a particular person is suitable for the role that is being filled and how well he or she “fits” the job profile.
One of the reasons for attrition in organizations is the fact that many employees join them with a set of assumptions about their role only to have their hopes dashed in reality. Hence, in recent times, industry experts have focused on this aspect of ensuring that people are hired only if they are of the right fit.
In conclusion, hiring people is a key component of a company’s internal strategy and hence something that needs detailed attention and focus. We have touched upon the hiring strategies and the overview of the process. In subsequent articles, we would explore the topic further.
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