Role of recruitment in achieving business goals

Disclaimer : For simplicity sake ,i would avoid using jargons as far as possible :P

Most often we hear the cases where candidates in a job recruitment are selected for one strength , made to do the job which requires
completely new set of skills and finally conduct performance appraisal on those parameters which are not relevant to the job

The problem here is that there is no coordination between the skills looked by the person who hires, who manages the employees work and who designed the performance appraisal system. So the employee often finds in a conflicting situation where his manager asks him to do some thing which is not what his performance target says (this problem is severe when pay is tied with the performance ratings, which i wont be discussing now)

what can be effective solution:These are my learnings from my Employee Resourcing class, Readings and my personal views

What ever is envisioned by the top management should be percolated across all the levels in the organisation . So even the goals should follow the top-down approach . This in the sense , the top management generally decides how they want to position the company in the next few years , say for ex: the company wants to aggresively increase its market share for range of products

so lets see how various people and the processes in the organisation are impacted by this decission:

Top Management : Instead of saying they want to have max share in the market , they should clearly define whether they are looking at 50% share or 80% share and convey the same to the middlemanagement.From recruitment perspective , these are people who have good information on what it takes to be successful in the market few years down the line

Middlemanagement: These are the people who are in a position to influence the work force and have a good idea on customer needs . Being the managers , these people know what are the behaviors that helped their reportees to excel in their jobs and what behaviors leads to low performers. So when the goal of company is to increase the market share , the HR department should collect information from these people on characterstics of people which leads to this objective (good sales persons)

Lower level (sales people in our case) : The most important stake holders in the entire process. The incumbents in the job (especially those who are able to constantly clock good sales figures) and those mediocre people (who are recruited from other companies for star performance but slipped to mediocre sales here). Both these categories of people gives a good indication on what takes it to be succesful in the job and what are the processes that are hindering in their job ( Too much beuracracy,policies,incompetent managers,lack of training etc).

Once all the inputs are taken , the HR personnel should be able to identify all the qualifications(both technical & behavioral) required for the job

Now there are some elements in profile which cannot be trained like motivation to work. so these factors should be given more importance while recruiting . There are other factors like say specific technical knowlege which can be trained , these people can be recruited provided we have training facility and we have time to train them (Infy does this , where they clearly mention learnability is what they see and not what u already know )

Finally interviews should be done by stake holders : ie a HR manager is best person for checking the behavioral aspects where as reporting manager can check the technical skills . This step even though is followed , efforts should be made to make it fool prrof as a wrong hire costs the company a lot

well , started writing a small article but it snowballed and looks very scary now :P

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