Why Should Your Company Have a Recruitment & Selection Process?

It’s not a secret that the main goal of every business owner is accomplishing the most in their respective field, but did you know that this has to start in the interview room? In this article, we will discuss the five main benefits of having a clear and well-established recruitment and selection process for the success of your company.

The Benefits of the Process

1.      It Creates a Transparent Company Policy

Creating a transparent work environment is more important than you may think. According to a survey published by the American Psychological Association in 2014, one in three salaried adults does not trust their employer. This is the consequence of an atmosphere of dishonesty propagated by a wrongful company culture based around vague and deceitful policies.

Having a well-established recruitment and selection process is the first step toward ensuring that your company’s practices are frank throughout. Hiring procedures are a joint effort on the part of managers and human resources, which is why it’s essential for everyone to be one the same page. And when this is achieved, the benefits are many.

The candidates you end up employing will form better and more long-lasting relationship with you, their superior, as well as their colleagues. This promotes enhanced alignment within the business model and improved communication that leads to effective problem-solving. Thus, keeping workers engaged starts with their job interview.

2.      It Enhances Your Business Credibility

The trustworthiness and reliability demonstrated through your business model are what will get you ahead in the game. As explained by author James Kouzes, who penned the related book entitled Credibility: How Leaders Gain and Lose It, Why People Demand It, “credibility is the foundation of leadership”.

What is more, according to Psychology Today, people are tired of leaders who lack this quality, as illustrated by Hillary Clinton’s political failure. Because Clinton was not a credible candidate from the beginning, something as mundane as leaking a few emails immediately took the gilt of her gingerbread and decreased her poll numbers.

This large-scale example can be easily applied to your company.

Simply put, lacking credibility in your respective field is a huge turn-off for qualified and experienced candidates. Creating a thorough, fair, and honest recruitment and selection process for job interviews and subsequent hires is the first step in ensuring that your firm comes across as sincere and dependable.

Thus, building this type of advantageous reputation puts you in a position of power and gives you an edge over competitors as well. In this day and age ruled by deceit and tomfoolery, young members of the workforce are looking for a secure career path. Be the one that offers it to them, and start this project in the interview room.

3.      It Highlights Proficient Candidates Only

Do you know what the immediate outcome of a clear interviewing process is? The answer lies in the creation of accurate job descriptions. When you know exactly what it is that you’re looking for in the ideal candidate and how to uncover those qualities, it becomes easier to write a listing that will attract proficient individuals, at least for the most part.

When people read the account, they will know whether or not the position appeals to them. When someone displays an interest in a certain job, it is most likely because they have experience in the field or hold some sort of prior education on the topic. If this is not the case, more often than not they will dismiss your listing and move onto the next.

Besides practicality, you will also have an important legal benefit from this point of view. In the odd chance that an unfit candidate does attend an interview, you possess a clear and nondiscriminatory basis to refuse to hire them. This way, you will avoid any legitimacy problems that might otherwise arise when your hiring methods aren’t clearly defined.

4.      It Saves Money in Training Costs

Training new employees is a costly endeavor for most companies. As detailed in the 2014 Training Industry Report published by Training Magazine, small businesses in the United States totaled 308,000 dollars in training budgets, with an average of 1,200 dollars being spent per employee. A person earning minimum wage needs two monthly salaries to cover that.

What is more, Forbes Magazine sheds a light on the hidden costs behind employee training, such as bonuses for the managers who oversee the program, as well as equipment and so on. Looking at the numbers surely puts things into perspective, especially if your company isn’t a multinational one bringing in billions of dollars in annual profits and revenues.

Fortunately, there is a way to cut these costs without sacrificing performance quality on the part of your new recruits. It all lies in the interview process, of course. As highlighted in every single section of this article so far, visibly establishing a method through which you can sort through candidates is the best way to ensure the success of your firm.

Hiring proficient candidates only, which has been discussed at large above, means that you won’t have to spend as much time, money, and other resources on their training program. If they are already educated and experienced on the topic, they will most likely get the gist of it in no time at all. So, why not hire people that are ready to tackle issues from the beginning?

5.      It Improves Your Long-Term Results

Staying committed to success means always keeping results in mind. Regardless of the size of your company or the field of business it deals with, you want these to improve annually, monthly, and even weekly. Needless to say, having trustworthy and capable employees by your side plays a huge role in this.

By plainly defining the recruitment and selection process in its early stages and reaping all the benefits presented above, you will also accomplish more as an outcome. Therefore, having great things in sight starts with the workplace’s recruiting managers’ interviewing techniques. When these are the best, the same will be said about your company’s achievements.

The Bottom Line

How you recruit candidates and sort through them dictates the path your firm will take on the road towards success. If your methods are distinct, targeted, and systematic, your business will attract highly capable individuals that will strive to accomplish the most. Just remember that how you go about this is up to you. So why not make the right choice?

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