job selection process
Since the early 1960s, the job selection process has become a sensible area of focus by companies and organizations worldwide. This process’s primary objective is to obtain the best human resource and capital from the labor market. Companies need human capital and resources with vast talent, experience qualifications and personalities to develop an organized team. While selecting a team as part of the human resource, the recruitment team needs to develop an effective procedure. The strategy adopted by the team should guarantee the company good results from a qualitative or quantitative perspective. Therefore, personnel selection is considered a strategic tool used by human resource experts to search for qualified and skilled employees with the capacity to promote organizational goals and fulfill corporate missions and vision. Personnel selection is part of the entire human resource practices. It follows some set procedure for it to turn out effective. This section will discuss the process of personnel selection using various aspects of human resource management.
Why selection is important
In an ideal situation, companies should always have the right number of human resources. This should be accompanied by personnel with wide experience in their respective areas alongside interpersonal skills. The selection process entails asking who is suitable for the job opportunity after carefully screening the available applicants. In the contemporary world, where people have acquired skills and knowledge in different fields of expertise, it is easy to identify an application with several qualified people. The human resource selection team’s obligation would be to determine the criteria for choosing the most suitable candidate from the large pool of qualified applicants. Notwithstanding the qualified candidates seeking the post, an organization is bound to limitations since it can only shortlist a few applicants for the final selection phase. This illustrates the dilemma that often faces human resource managers seeking to ascertain who has the upper hand in securing the job among other qualified applicants. Therefore, the personnel selection process’s main aim is to get the best out of the rest. It is a tedious and involved process; thus, satisfactory results will benefit the recruiting organization.
Methods of selection
Different organizations have a variety of policies in relation to human resource management. However, all these policies object to offer the best for the organization. Therefore, personnel selection involves the efforts made by the relevant departments of an organization to gather information about an individual to determine the best candidate among many applicants. The organizational needs determine the candidates to be recruited at a particular point in time. The need may vary based on experience, education level, talents, age, and gender, among many other determinants. This shows that the organization must be clear on the kind of employee needed during the recruitment process. When conducting a background check on a candidate, human resource management must ensure that its policies do not contravene labor laws. Further, the selection method should not portray any connection and association between the selection criteria and the candidates’ job. Some of the most notable criteria of personnel selection include interviews, work samples, and their assessment.
Approaches to selection
Three main aspects determine the selection approach be adopted by an organization. These aspects also apply in determining the tasks to be performed by the employee and their resonation with policies and labor laws. When selecting a human resource, relevant departments should adhere to the rights of employees. The rights may range from domestic to international privileges. It is also important to note that human rights demand that there should not be any form of discrimination during selection. While recruiting, there needs to be adequate planning. This brings in the need for the recruiting processes.
The first process of recruiting is advertising the vacancy available. This may occur in the internal or external market. Much emphasis should be placed on the experience and qualifications of the candidates. Some methods have proved to be fruitful in the selection process. However, organizations may be at liberty to develop and implement other selection forms. Some of the most common ones include personality testing, interviews, testing of cognitive abilities, and physical fitness.
Interviews are often administered after placing an advert and getting potential candidates. After getting applications, the human resource department has to ensure that they select a panel for interviewing candidates. There are a variety of ways interviews are conducted. This often depends on the organizational culture. The interview process’s main objective is to ensure the recruiting team or the management gets a chance of interacting with the candidates to ascertain the kind of employee that is suited for selection. Some of the critical things learned during the interviewing process include the applicant’s qualifications, his or her achievements, what drives them, and how they represent themselves.
Additionally, the recruitment process also entails the testing of the capabilities of candidates. This is often referred to as personality testing. It is conducted by skill and psychometric testing. They test what the inner self of an individual entails with the aim of knowing the level of their intelligence, attitude, and personality, among other aspects. When the human resource management panel gets to know the kind of employee they are considering to recruit, they tend to achieve creativity and harmony in their workforce. Different personalities have the capacity to perform different tasks. Therefore, it is important to understand what fits best for an employee. Some of the tests applicable to recruiting a finance manager include problem-solving, personality, and aptitude tests.
Further, the selection process can conduct some tests that ascertain the socialization of an applicant as well as their psychological capability. These tests are often considered a guide to human resources to recruit the most capable candidate among the large pool of applicants. The tests focus on biographical information and cognitive capabilities. The interviewing stage focuses on hidden talents that a candidate has and those that should be equated by the recruiting organization’s needs. For instance, when recruiting finance managers, it would be important to look into candidates who have had success in leadership and arithmetic and reporting skills.
Lastly, the selection process can conduct tests based on workability and work samples. The majority of the organization may omit this because they are against labor laws. They tend to discriminate against employees based on their physical abilities. The law outlines that some functions cannot be accomplished by people having disabilities. Such tests give recruiting tea a chance to assess the capability of candidates. Some companies require having access to work samples of candidates in their previous placing. This assists in gauging the capability of the employee. Consequently, an employee may be assigned a task to accomplish, and the results are evaluated against the company’s expectations.
When to conduct a selection process
Personnel selection is normally considered part of the larger human resource management procedures. When an organization decides to recruit, the human resource team has to develop relevant parameters necessary for the selection process, depending on the company’s needs. After making and posting an advertisement, the received applications are scrutinized for selection. This is generally doe through shortlisting. The aim of shortlisting entails reducing the applicants to a reasonable level and eliminating those that are not qualified. During this process, the recruiting team looks much into academic qualifications, experience, and age, among other factors. The main parameter here is the requirements placed in the advertisement. For instance, when an advert called for people with certified accounts qualifications, anybody who does not meet the qualification is likely not to be shortlisted. After the shortlisting, successful candidates are contacted, and special interest is placed on their attributes.
Profession Analysis
Profession Title: Finance Manager
Job purpose
An organizational finance manager is responsible for all that entails the financial health of an organization. He or she compiles and produces financial reports as well as develop strategies based on fiscal research. A finance manager also guides senior executive personnel on sound decision making in both the short and the long-term.
Duties of a Finance Manager
- Monitor the daily financial activities and operations within an organization. Such operations may relate to invoicing, payroll, and other transactions.
- Supervise relevant departmental employees, such as assistants and accountants.
- Track and monitor the organization’s financial status to identify rooms for improvement.
- Plan and formulate ways in which the company can reduce financial risks.
- Research and analyze matters relevant to market trends and come up with financial reports.
- Understanding and adhering to financial regulations and legislation.
- Tracking and staying updated with technological improvements in the accounting software used in financial analysis.
- Establishing and maintaining fiscal policies and procedures for the organization.
- Presenting fiscal reports to board members, executives, clients and stakeholders in formal meetings.
- Reviewing financial information and preparing periodical reports.
- Providing perceptive data and expectations to executives for long and short term decision making.
Relevant Financial Manager Skills and Qualifications
A financial manager should have an advanced bachelor’s degree in business, accounting, finance, economics, and other related fields. He or she should also have gained several years of experience in the capacity of a financial professional. Also, he or she should have mastery arithmetic, leadership, and data privacy and employee management. Solid interpersonal and analytical skills are an added advantage to a financial manager. Above all, they should people of honesty and integrity and have an understanding of business practices and principles with great attention to organizational, planning, research, critical thinking, problem-solving, and computer skills.