Surviving The Recruitment Process
Being the chosen CEO of your company and and likewise the President, congratulations! The stockholders and the Board of Directors gave you their vote of confidence. Now is the time to look into company matters from a managerial standpoint. Managing a company is no cakewalk. Cutthroat competition is so prevalent that you need to keep abreast with the ever changing business world. Doing so would keep the company afloat for a long time.
Keeping a strong workforce is your top priority. Choosing from a large list of applicants to replace those employees who are not productive anymore is a tough job. You should hire only those employees whom you believe can be assets to the company and not the other way around. This is called staff recruitment. The Sourcing and Recruitment department is tasked to find and hire potential employees.
Their function is to source out possible applicants and giving them an overview of the company’s functions and finding out as well if they are available for a scheduled interview. This is the start of the whole rigorous hiring process. Once an applicant is called and scheduled for an initial interview with a recruitment specialist and passes, he or she may now proceed with the written examination to gauge how the applicant would react to certain situations as well as gauge his or her writing skills and grammar as well. If the applicant passes both previous examinations then a panel interview will be scheduled. During the panel interview, the applicant will be interviewed by a group of managers with the supervision of the recruitment specialist. The panel interview usually is the last part of the whole recruitment process This is the make or break stage for the applicant.
Now that you have recruited the right people for the company, managing them will be the second order of business. Staff management is defined as the management of the subordinates in an organisation. In large organisations, many of these functions are performed by a specialist department such as Personnel or Human Resources but all line managers are still required to supervise and administer the activities and well-being of the staff that report to them. Management with a heart is the way to go. This way the relationship is symbiotic.
You need your employees to be happy so you provide them incentives for a job well done. Some companies provide travel and accomodation incentives, cars and even houses and lots to deserving employees who give out exemplary performance. This is part of your staff motivation. If you have the resources available you can also do the same subject of course to the approval of the Board of Directors. This is the company’s way of giving back to the employees for working doubly hard in achieving the company’s goals.
