SELECTING HUMAN RESOURCES FOR YOUR ORGANISATION
We ended our last discussion in with tips on how to go about recruitment after conducting successful interviews. In this article, we go deeper into the details of recruitment and indeed the hardest part, which is the selection process.
For big multi-tier organisations like the United Nations Organisation, this selection process is a big deal owing to how many applications that might have been received and how many interviews have been conducted.
While selecting personnel from successful interviews, it is good that there are things the HR department must do even before the selection is done:
- It is important to communicate with all applicants for the mean time. Sending them an email stating that your team would definitely get back to them after your selection process and urging them to keep impacting their communities would go a long way to paint you as a responsible and HR friendly organisation. This is good for the reputation of your firm in the long run.
- Revisit your firm’s values, goals and objectives. This would serve as a reminder of the things that are important to your organisation and help you make choices on which candidate(s) would best fit your organisation’s goals.
- Revisiting candidates’ resumes is very much underrated. You might just find something you had skipped or not just found important until now. This is a key move for doing your selections well.
- Avoid biases and favouritism. The ironical truth is that hiring personnel based on favouritism or nepotism rather than more objective parameters would do your organisation bad in the long run. This is a way the HR department can run down the organisation without even knowing. Business- oriented for-profits might afford such moves but not social impact companies. There is a lot on the line with your choice of team members. This type of organisation has to do with lives, ideal standards and a level of moral expectations.
After making your selections, it is important to communicate same to the successful and unsuccessful candidates as soon as it is possible. Most organisations just reach out to the successful ones and neglect the unsuccessful ones. Make use of broadcast apps and digital utensils for this purpose. In your regret note to unsuccessful candidates,use kind words and take into consideration their mental state. This is important. It is popularly said that the delivery of a bad news can make it good, and the bad delivery of good news can make it bad.
In our previous article, we advised on considerations to make when selecting personnel. To add to that (please check article), consider the following:
1. Gender equality and parity.
2. Inclusion of physically challenged persons.
3. Racial diversity
4. Religious diversity (where of importance)
It is also important to communicate to new intakes how they should include their work with you in their LinkedIn profiles. People express differently so guiding them might just make things easy for everyone.
Got questions? Do ask.
