In this video, we'll be talking about how you and your organization can identify and hire the very best employees. It will help you accomplish goals and objectives with maximum efficiency and effectiveness. Organizations find excellent employees through a multistep process that starts with recruitment. Recruitment is how organizations seek and attract a supply of qualified applicants for a job vacancies. Recruitment may be internal or external. Internal recruitment is the process of filling vacancies from an organization's existing workforce. It is almost always simpler since employee capabilities are known. Existing employees also already know how the company operates and can adjust quickly to new positions. Creating job and promotion opportunities for existing employees also boosts employee morale. External recruitment or filling job vacancies from outside the organization is another option. The biggest benefit is that it can lead to the introduction of a new set of skills and ideas, and sometimes that's what an organization needs. The negatives are: it's a longer, more expensive, and time consuming process. It can also hurt worker morale when outsiders are given opportunities over them. Sources of external recruitment include recommendations from current employees, employment agencies, websites like Indeed, and colleges, just to name a few. The next step is selection, which is choosing individuals from the applicant pool who appear to be most likely to succeed in the job. The objective is to match the requirements of the job with individual qualifications. Basically finding people who fit the organization needs the best. Human resources typically handles the initial screening of recruits, which has processing applications and gathering documentation like resumes. An organization will often appoint a hiring committee, but the ultimate decision is usually left to the manager of the department or division. Human resources typically handles the initial screening of recruits, processing applications, and gathering documentation such as resumes. An organization will often appoint a hiring committee, but the ultimate decisions usually left to the manager of the department or division. In most organizations, the selection process starts with preliminary screening: this is revealing an individual's application resume to see if they may be a good fit for the particular job. Next comes a preliminary interview: basically getting to know the individual through a series of questions to determine their interest in qualifications. The usual result is the selection of several top candidates. Reference checks come next. They must be done but really don't tell you much, since candidates will always list people who will praise them. Also former employers can legally provide very limited information, such as the dates for which the employee worked for them, and very little more. Candidates who pass these three stages will get a more formal employment interview, which is used to help determine how the individual fit within the organization or their potential department. Now ultimately it comes down to personal judgment. Selection is both an art and a science. Intuition is used by the manager or selection committee to decide whether the applicant is best for the position. Now, not all organizations follow the same steps for all jobs. For instance, they may make decisions about non-managerial employees based on a single interview. Almost all organizations use employment interviews. The interview is usually your first opportunity to meet new people with whom you could be spending a lot of time. Be friendly but professional, and remember that all questions asked during an interview must be job-related. Some questions are completely off limits and prohibited in the US by law. You absolutely can't ask an applicant about their marital status, religion, whether they have or want children, their citizenship, or sexual identity, or orientation. If an applicant brings up something personal, you may respond but don't take personal issues into account when making a decision. Always make sure to consult your HR department before interviewing someone to make sure you stay out of trouble. Regardless of who asks the questions there are four basic types of employment interviews, and it's important to choose the right one for a given situation. Structured interviews are conducted using a predetermined outline. They provide the same type of information on all interviewees and allow systematic coverage of all questions deemed necessary by the organization. The consistency of the format increases reliability and accuracy. Because everyone answers the same questions, it's easier to evaluate them against each other and makes the process fair for candidates. In a semi-structured interview, the interview prepares major questions in advance but can be flexible and use other techniques and means to help assess the applicant strengths and weaknesses, and explore answers more deeply. Unstructured interviews use no predetermined list of questions. They are more conversational in nature, and while they provide a more relaxed atmosphere, not as accurate or reliable because they lack consistency. Then a situational interview, the interviewer tries to put the prospective employee in action situations that might actually be encountered on the job. For example, the applicant might be asked to imagine a customer service breakdown has occurred and how they would handle it. Look, no single type of interview is best in every situation. Structured interviews are very common, but for some jobs a situational interview is a must, such as when the job entails dealing with the public or troubleshooting problems. Whatever you choose, be careful to not let your own biases influence your evaluations.
