FEBRUARY 20178How do you find and match the right people to the right jobs, by making a perfect people strategy and a well-structured recruitment and selection program or a huge network with clients or agencies. The key to successful development for such a program is to fol-low a proven recruitment process for the vacant posi-tions, resist the temptation to omit steps, because shortcutting the process can shortchange the results desired.For putting right people to right jobs an organization first need a powerful foundation team who would be responsible for making & executing core recruitment strategies and Leaders in the organiza-tion not the Managers. Leadership plays the most important role in any organization which serves motivation for the subordinates and baseline players. If the foundation team is strong enough you can build up one of the strongest organization in terms of productivity, retention and work life balance. Foundation team consists of inexpe-rienced fresher or new comers from the industry for various levels in the organization. A Human resource Specialist with 4 years + hardcore experience in Human Resource Domain, Imroz has been involved with recruitment majorly in IT and other non IT industry, Training & Development, Employee Engagement, Joining and Exit Formalities, HR Policies, L & D, Strategic Planning, and other Human Resource Activities. RECRUITMENT POWERHOUSEIN MY OPINIONBy Imroz Khan, Recruitment Specialist, DB Services.The other important factor is coordination be-tween management and executors. Why there is a lack of coordination between the senior teams and base line executors, proper communication channels, egos, communication gap due to a long hierarchy, hesitation of the workforce to put their experiences and point of views in front of the sen-ior management, sometimes it may happen that experiences and strategies by the executors or baseline executives are right which are uniden-tified to the senior management because of the limited bandwidth and time to notice each and every issue.Strategic Research: Before you start the hiring process, determine your strategy relative to how people fit into your organization and the skills which you are looking ahead to hire for, do you need to approach the passive candidates as well if the data is exhausted? Which platforms you want to prioritize for sourcing right talent? What number you want to hire for a specific skills and how many candidates are available in the decided budget or industry standard with shortest notice? What is your process for making sure they're a good fit with your company's cul-ture? Decide whether your approach to the cul-tural question should include a second interview.
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