The Human Resource Department of any organization has such a important job when it comes to ensuring no one job is left vacant.

Jose Luis Wrote:

The Human Resource Department of any organization has such a important job when it comes to ensuring no one job is left vacant. When I think of my organization, the one thing that comes to mind is a ship. Think about a ship as a floating city. In order for it to float and do its mission, everyone onboard has a very specific job that is part of a bigger process. Hiring with a strategic plan that correlates with the overall organizational goals but at the same time hiring for success. Understanding where the organization currently stands and where it is going in the future is a part of hiring for success. Understanding the portion and what it takes to perform the job is essential when conducting the hiring process. On a personnel note, when conducting interviews to fill a vacant position, it’s important to me to understand what it takes to perform the task of the portion with the greatest success, which in turn plays into the overall organizational goals. Ensuring the soft skills as well as the hard skills are consistent to what you understand is important skills to have in order to ensure success within the portion.

Have you hired an employee whom you thought was a great fit for the job, whom resume shows great outcomes with pervious employment, but when come onboard, they are not a fit for the position. How can you weed out this potential setbacks with hiring for this position?

Reference:

Phillips, J. M., Gully, S. M. (08/2016). Strategic Staffing, 3rd Edition [VitalSource Bookshelf version]. Retrieved from vbk://9781323576014

Miriam Wrote:

Hello Everyone,

The HR staffing plan is related tot he organizational goal by the organizations mission, vision, and values. It is not just driving by hiring people under some generalized job description but by what the company actually does or will do. One of my previous employers was actually going through a change and I helped revamp the recruitment process and the company actually went through a change of job descriptions to ensure it was aligned with what the company actually does and how it portrays itself in the outside world. They actually went through a strategic staffing plan, as defined in Strategic Staffing, 3rd edition by Phillips, Jean and Gully, Stanley; “is the process of staffing an organization in future-oriented, goal-directed ways that support the business strategy of the organization and enhance its effectiveness (2015, pg. 4).” The organization was human services and does case work. I organized the recruitment process (depending on the position) to gear towards that working field, the type of people and how we wanted to portray the company. Behavioral interview process, testing, etc. was a target, training was looked at differently as well, among other things. The way we advertised for positions was a little different as well because of the duties. For example, our account receivable position wasn’t really that, but it was what was close in what the actually job does, so we called it a different name externally, and called it, its actually name internally. This supported the company’s strategic plan and it was became effective because it attracted the right type of candidates that support the company’s mission and values. The interview process was much more detailed and rigorous to attract what we needed for the company. The candidate experience because more effective as well because we switched up how we processed and followed up with candidates. Making it a more memorable experience to where “word of mouth” referrals was our biggest type of candidate pool. This also filtered over to training, promoting, and retaining employees. So that in the long run, our candidates stay for a long time and gets opportunities to move up because of the career paths set forth for them.

Phillips, J., & Gully, S. (2015). Strategic staffing. (3rd ed.). Upper Saddle River, NJ: Pearson.