Staff selection: 10 keys to choosing the best employee

Human capital is undoubtedly the great engine of the company. Staff selection processes are essential for an organization to be successful or not. Choosing the right candidates to fill the various positions in the company will be crucial for the good performance of workers and the performance of the company. Making the wrong choice is also a big expense.

a few consequences of a poor staff selection process are the following:

  • Employee dissatisfaction and poor performance.
  • Problems of adaptation and integration.
  • Increased rotation.
  • Higher cost of training and new selection processes.
  • Losses to the business and poor results.
  • Bad working climate.

The keys to a successful selection process

To avoid these negative consequences, it is possible to follow a number of steps for the staff selection process to be efficient. We see them in the following lines.

1. Detect the needs

The first step towards a successful personnel selection process is define the position you want to cover. This basic task, which may seem logical to HR experts, may not be as common for people who have not received training in this area. Strange as it may sound, there are still people who use the classic interview system, so they do not analyze the needs of the stop in detail, nor do they conscientiously prepare the staff selection process.

The first step is therefore to know in depth the tasks that are performed in the workplace and the skills that a person who wishes to occupy this position needs. It will be necessary to collect key information, such as the purpose of the job, the functions performed there, the requirements and the skills and abilities that a worker should have to be able to offer a good performance by occupying this profession.

Knowing the job can be done a few weeks before the interview or, ideally, when developing a catalog of organizational skills in which all jobs are well defined and registered for possible future selection processes. The site description is essential in order to be able to assess the skills of interview candidates and know what to ask them to extract as much useful information as possible.

    2. Plan

    Good planning is another key to success in a personnel selection process. Some companies have put in place a comprehensive human resources plan, which takes into account the processes of selection, training, remuneration, etc., and which greatly facilitates the management of personnel at all levels. This facilitates the detection of needs and be able to plan for improvement, for example, in training of some employees. When this is not the case, it is necessary to plan the selection process to know how it will unfold. Of course, always after having assessed the needs.

    3. Consider the needs of the organization

    A staff selection process takes into account three key elements. On the one hand, the workplace, which, as I mentioned, must be well defined. A second key element is the worker, because the skills he possesses must meet the demands of the stoppage.

    But the third element, and no less important, is the organization, because every company is different and it has its values, its work climate and its way of working. Workers must not only integrate into the workplace, but also into the organization and its culture. Knowing the company in depth is also essential to be able to assess candidates who aspire to a job within it.

    4. Evaluate skills

    What differentiates classical selection processes from modern selection processes is the concept of competence, which arises from the need to value not only the body of knowledge, skills and abilities that an individual possesses, but also their ability to use their skills. capacities for resolve any issues that may arise At work. The skills also take into account the attitudinal and evaluative component that is present in the actions of workers.

    this concept includes four different dimensions:

    • Knowing how to be: this is the personal element. These are the attitudes and values ​​that guide the behavior of an individual.
    • Know: this is the technical element. The education or knowledge that the person has.
    • Know-how: is the methodological element or the ability to apply knowledge: these are the ways of acting, capacities, skills …
    • Knowing how to be: this is the participatory element and the capacity for interpersonal communication and teamwork.

    The skills allow us to assess whether the person fits on the site and also in the organization.

      5. Identify talent in your own business

      sometimes no need to look for talent outside because what we have in the business is good. Think of an employee who has been with the organization for 10 years and who knows better than anyone how the business works. You may be prepared to perform better elsewhere, or you may be trained to work in another job where it can be of even more benefit to the company. Identifying talent is essential in order to be able to promote internally. The company wins and the worker too, because he feels valued.

        6. Immerse yourself in the digital world and seek passive candidates

        Traditional recruiting methods are usually based on what is known as an active candidate, as the company expects the resumes of the person interested in the position to arrive. The classic method is to place an offer, for example, on a job search site, where the candidates themselves are concerned with the transmission of the CV to the company.

        Instead, with the rise of world 2.0, a new way of recruiting has appeared, And does the search for passive candidates by headhunters work very well for certain positions eg managerial positions. The passive candidate usually does not need to change jobs, but it is the talent that is usually highly valued.

        7. Use the necessary tests and questionnaires

        The most effective staff selection processes they include different tests and questionnaires to select suitable candidates for the job they offer. The job interview can be a good tool for getting to know the candidate, but relying solely on this method may not be entirely reliable.

        Therefore, it is possible to use different tests (for example, role-playing) or psycho-technical tests to determine the professional aptitude of the candidates, to know their personality and to assess their motivation.

        • You can find out about the different tests that exist in this article: “Types of staff selection tests and questionnaires”

        8 Prepare for the interview

        Like I said, knowing the stopping needs, planning the selection process, and using the skills method is essential to getting the most out of the job interview. Know exactly what skills we need this will allow us to recognize and measure them in each candidate we interview, and for that we need to schedule an interview that is suitable for each case. In addition, it will allow us to compare the different aspirants to the site and draw more reliable conclusions.

        9. Pay attention to the incorporation

        The selection process does not end with the selection of the candidate and the hiring of the candidate, but integration into the position must also be an aspect to be taken into account in order to succeed in this task. Learn to know the company in depth and integrate well with colleagues and the culture of the organization is necessary for this candidate to feel comfortable and perform functions in the best possible way.

        10. Keep track

        Monitoring is also essential in the selection process and the assessment of the candidate in the short and medium term, via satisfaction surveys or performance evaluationsIt is essential to know if the choice we made was right.

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