Plan for Hiring - Essay Sample

Introduction

The hiring process is an integral part and a key determinant of the success rate of any business. Companies that can identify and hire the right candidates for the various positions in their organizations are usually more successful than their counterparts who hire for the sake of filling up the vacant positions. According to Engel and Curran (2016), over 40 percent of employees planned to change their jobs last year alone. Therefore, hiring to ensure that a company gets the right person for the job is a difficult undertaking. Currently, businesses are doing what can only be termed as the strategic hiring process. Khattak et al. (2015), define strategic hiring as the process of ensuring that a business hires people who share in the long-term organizational goals and objectives. The steps of creating a strategic hiring process are discussed below.

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Developing an Employer Brand

The first step of strategic hiring is not about the process itself but rather creating a reputation as the best organization to work for among the competing firms. Building a strong positive reputation should reflect a company's mission, vision, culture, and values. This step should consider questions such as "Why would people want to work for this company?" and "How many of the current employees would recommend the company as a great employer?" the employer brand should be reflected on the company's website, social media pages, and advertisements.

Assessing Specific Company Needs

The second step is defining the specific details that a firm is looking for in a candidate. To identify the specific needs for an organization, it is necessary to involve key stakeholders to define the goals for the vacant positions as well as expectations from the hired candidate. This step should include determining how the success of the candidates will be assessed. The hiring person, either an HR manager, business owner or company executive should also thoroughly understand the responsibilities of the position. This step addresses the questions that the candidate may have for the interviewing person who should be able to answer them satisfactorily.

Describing the Job Position in the Right Manner

Creating the right job description is also among the top priority for strategic hiring. While 72 percent of hiring managers say that they provide clear job descriptions, only 35 percent of the candidates feel the same (Santora & Bozer, 2015). The description should list not only the desired skills but also informative explaining key responsibilities. This step may require consulting a person who has held a similar position to describe the expectations for the candidate accurately. In case the job is posted on external hiring agencies, it is crucial to compare how other companies advertise similar positions.

Conducting the Interviews

After receiving applications, it is important to go through all the candidates' resumes and online presence to assess how well they match the job description. Phone call screenings are also crucial to eliminate the candidates. Only the candidates who pass through the screening should be invented for the final screening process which involves in-person interviews. The final questions should evaluate the cultural and behavioral match of the candidates to the job role (Phillips & Gully, 2015). When all these steps are followed correctly, a company will have the best candidates that match not only the job description but also organizational culture.

Places to Hire the Right People

Most prestigious companies are now teaming up with schools specifically universities to ensure they hire the right people. Companies, with the help of these training institutions, identify talents at a young stage and work together to nurture and develop them further. This undertaking usually starts with industrial internships where the company besides their regular coursework trains the selected interns.

References

Engel, M., & Curran, F. C. (2016). Toward understanding principals' hiring practices. Journal of Educational Administration, 54(2), 173-190. Retrieved from https://my.vanderbilt.edu/mimiengel/files/2011/12/Principal-Paper-JEA-cond-accept.pdf

Khattak, A. N., Ramzan, S., & Rehman, C. A. (2015). Organization Development through effective Hiring System: A phenomenological study of business organizations. Journal of Commerce (22206043), 7(4). Retrieved from http://joc.hcc.edu.pk/articlepdf/201501013.vol.7.no.4.pp.152.168.pdf

Phillips, J. M., & Gully, S. M. (2015). Multilevel and strategic recruiting: Where have we been, where can we go from here? Journal of Management, 41(5), 1416-1445. Retrieved from http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.868.7742&rep=rep1&type=pdf

Santora, J. C., & Bozer, G. (2015). How nonprofit organizations can ensure stability and sustainability through succession planning: Make HR a strategic partner in the process. Strategic HR Review, 14(6). Retrieved from https://www.emeraldinsight.com/doi/full/10.1108/SHR-09-2015-0069