| Actually,
the term is absolutely incorrect. People vary
considerably in terms of attitude, habit, specialisation,
knowledge and lifestyles that it is relatively
impossible to choose one particular individual
who fits your job requirement. Now, the obvious
solution, the way to get your job done is to let
the individuals come to you.
When you place a job vacancy,
make sure you have defined the key criteria that
you are looking for within an individual. Since
there are several media available, including specialist
recruiting companies, you should mention two important
things in your job specification:
1. The task that you require him/her
to perform; and
2. The qualities of the person
you require.
The advertisement should be carefully
drafted to be effective in the minimal time, keeping
in mind the exact requirement.
The nature of the job should be
good enough to help decide what kind of qualities
you are looking for. A position for an accountant
would require not only a relative qualification
but also the skill and experience to perform in
the manner that is expected of him/her. Similarly,
a labourer can be expected to be able to lift
heavy items and be in the best of shape to perform
assigned tasks efficiently. Since most jobs require
qualified or skilled personnel, you should concentrate
more on a candidate's qualification.
Here we have discussed two things
important to guaranteeing progress on the part
of the employee; the qualification, and experience.
An employees qualification can
be an important feature when you require the performance
of a specified task. An over qualified person
can spell trouble as quite a lot of times you
will be unable to control his/her actions. The
qualification does, however, tell a lot about
the person's personal goals and ambitions that
drove to seek the education.
The experience of a person not
only exhibits the level of commitment that can
be expected, and an understanding of how education
can be implemented in the workplace. You should
test the skills and knowledge of the person you
intend to hire. You should also consider the amount
of training that each employee would be required
to attend, and the amount of time that they would
be required to spend improving themselves on their
own. This will exhibit the tendency of the person
who is being employed towards learning, and gaining
the relevant experience to perform better.
Some positions will require you
to take on specialists, who not only have the
knowledge to act, but also the skills and ability
to perform in the capacity and prove to be progressively
helpful to the organisation as a whole.
Depending on the type of activity,
the employee should have the required physical
capability to handle the tasks that may be assigned
as part of the job requirement. Some employees
may have a particular lifestyle that may restrict
or accelerate their commitments towards the business
in terms of flexibility. This may be shown in
the number of hours being dedicated to the job
assigned and the time spent vacationing or attending
to personal projects or hobbies.
The personality of a person is
very important where public interaction is involved,
such as a sales and marketing department. In addition,
the personality tells about the person's habits,
nature and the willingness to work according to
company policies. Unfortunately, many organisations
overlook the personality and give preference to
education and experience, which does not give
them the ability to understand what the person
is all about, and how to motivate him/her to perform
in favour of the company.
Once all these issues are resolved
and decided which elements fall in the priority
listing and in which order, you should now be
able to draw up a proposed profile of the type
of person(s) you intend to hire. The job specification
will now have taken into consideration all the
personal qualities of the prospective employee.
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