How a Staff is Recruited

Human resources can be defined as the people with experiences, skills and knowledge that affects the workplace.
Human resources are most important to the health of any organization. An efficiency of any organization depends on the quality of its human resources. If an organization wants to deliver products/services which will be praised by its customers, it should use quality staff who are always obtained through appropriate and effective process which has the following steps;

• Identifying the need for recruitment. The process starts when a vacancy raises, a raised vacancy should be inline with the organization's mission, vision, values and strategic plans. The cost due to the raised vacancy should be included in the organization's budget

• Job profiling. The process involves two parts namely; Job description, under this part roles and responsibilities of the job are identified. Personal Specification, under this part a person's right qualities and experiences are assessed. The assessment should consider both  "desirable qualities and experiences"  that are not necessary and "essential qualities and experiences" that are compulsory  for each candidate to be assessed against them.

• Completing the Recruitment Request Form. Once a job profile is prepared , it is important for the line managers to make an official request for new position to the Human Resource Department or Top Leadership by filling a special Recruitment Request Form

•  Agreeing on salary and grade.  After developing a job profile , salary and grade for the raised position should be arranged 

• Job advertising. Once job profile, personal specification and salary has been agreed and finalized , it is a time to let people know the raised vacancy. Advertising for the vacancy can be done  by; sending advertisement e-mails  to staff or other organizations, putting advertisement on online job listings,  putting advertisement on news papers. Advertisement should have the following information namely; organization description, how role fits into an organization, location for the job, roles of the job, kind of person sought,  salary package, start date and how to apply. Some organizations prefer using  application form due to its easiness in comparing candidates and selecting people for interview if the application are all laid out in the same way.

• Selecting candidates for an interview. In selecting candidates for an interview, each application should be compared against the  person specification. This is done by using a special form. It is not wise to interview every one has applied, only those who suited for job should be shortlisted for an interview.

• Interviewing the candidates. Purpose of an interview is just to see how the candidates are suited for the job. Interview should be fair in order  to give candidates  an opportunity to show how s/he is capable and suited for a position. Interview should involve basic questions like; gap in employment to candidate, relative experience to job, reasoning for leaving a particular job, personal qualities e.t.c. Things to be done before an interview include;  welcoming the candidate, introducing the panel to the candidate. Things to consider during the interview include; offering candidate juice, bites (If available), let a candidate have a relaxation  by ensuring s/he sits comfortably, ensure the first question will not upset  candidate,  ask s/he a question that will make him/her to feel comfortable.

• Collecting references. Reference plays significant role after obtaining the best candidate. References can be an information from previous employer, information from referee, Purpose of gathering all these information is to see how a new staff will fit into the role and the organization.

• Job offering. After gathering reference information, the successful candidate should be called for the job offer. If the candidate does not accept an offer, second candidate should be called. After agreeing a job , a job pack should be sent to the candidate which contains all paper works needed  for successful candidate  to start working at organization

• Informing unsuccessful candidates. Candidates who are unsuccessful  must be told but not necessary to state why

• Opening a personal file.  A personal file should be set up for new staff member , it contains all information relevant to new staff, a file should be confidential .