The HR department and the selection team should understand the interest of candidates and focus on the skills, capacities and passion of the candidates in order to select the right candidates for the organization.
Knowledge, skills, aptitudes, interest, body language and attitudes are major factors which determine in selecting right candidates.
Screening and selecting the right candidates for organizations has been a major and challenging role for Human Resource (HR) professionals in various organizations. The process of collecting and evaluating information about an individual in order to extend an offer of employment is called employee selection. Through effective selection, an organization can maximize the probability that its new employees will have the necessary KSAs (knowledge, skills, and abilities and attitudes) to do the jobs they were hired to do. Effective employee selection is a critical component of a successful organization.
Reach Out to Applicants
Screening and selecting candidates are comprehensive processes. Reaching out to the eligible candidates is the first step for successful recruitment. In the Nepali context, people prefer to read Nepali text despite their ability to read English content. Therefore, publication of vacancy advertisements with required details in Nepali magazines can have a comparative benefit. Similarly, the development and use of job specific forms helps to screen the serious and capable candidates. The process should be simple and screening criteria must be flexible that would help the HR professionals to find the right candidates.
Reference checking is one of the methods that have been used by various organizations in selecting the right candidate. It is recommended that an option should be given to the candidate regarding referee change if the candidate thinks that the mentioned referee cannot correctly explain his/her details during the interview phase. Therefore, a referee should be someone who knows the candidate well and who can be easily approached by the organization when required but should not necessarily be someone holding a strong position.
Similarly, reference check has to be done from both ends i.e. previous employers and also from the candidate themselves in order to avoid biasness. There are Credit information Bureaus in a few organizations that conduct reference checking for their respective organizations.
Candidates prefer to join Banks/INGOs and the major reason for it is the availability of transparency in terms of facilities. Generally, the limited companies have good employer brands in the market due to their transparency in facilities. Effective employer branding would contribute in reaching and attracting the right and competent candidates.
Some of the practices used by various organizations during interviews are a comparison between responses of the questions before normal situation and during stressed situation. It gives a good view of the candidate’s stress management capacity as strange questions are asked to candidates just to evaluate problem handling skills.
The HR department and the selection team should understand the interest of candidates and focus on the skills, capacities and passion of the candidates in order to select the right candidates for the organization. It is found that a candidate’s interest is of big importance and most of the time, interested and less experienced candidates outperform experienced but less interested candidates.
There are external factors such as union, pressure from external parties, ready-made CVs and cover letters found abundantly on the internet that has high impact in screening and selecting the right candidates. Similarly, lack of seriousness in implementing set HR policies and procedures are also a major challenge. Moreover, it is found that job applicants randomly apply for positions without understanding the required skills, knowledge and abilities. As a result, organizations end up lacking quality applicants.
Knowledge, skills, aptitudes, interest, body language and attitudes are major factors which determine in selecting right candidates. HR professionals should possess a skill for blending above mentioned factors in order to recruit right candidates who can consistently contribute in strengthening an organization.
The above write-up by Purna Man Shakya is based on an ‘HR Kurakani’ discussion on the topic “Ways to screen and select the right candidates” held at Nepal Derivate Exchange Ltd on July 25, 2012. The participants at the discussion included representatives from INGOs, trading company, commercial banks, travel company, IT company, consulting firms and hospitality industry. Shailendra Raj Giri, MD of Real Solutions, acted as the moderator of the discussion while Nibha Shakya, HR Executive of the company, was the coordinator of the program.