Mohammed Abdul Jawad

منذ 4 سنوات · 2 دقائق وقت القراءة · ~10 ·

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Selecting the Right Person

Selecting the Right Person

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Hire a person who’s ambitious to work for money, and more willing to put extra efforts in love with the work.

I believe finding the right person for the right job isn’t an easy task. Besides evaluating one’s credentials, years of relevant experience, proficiency, age limit, it’s equally important that HR screens chosen applicants to find out abstract qualities that make sense. If a person qualifies, then it’s well and good. Otherwise, dig on for more resumes, look out for the right person who’s worthwhile for the job. 

Imagine a company where HR functions in a lopsided, unsystematic manner. Even if there isn’t any available post, someone, without eligibility and experience, gets selected. All because an applicant is a close relative of a senior manager or carries a high profile recommendation. In fact, hiring should be sensible in order to fill the gaps, and not to create surplus manpower.

In some companies, manpower selection exposes strange scenarios. If at all two or three persons, of same community, hold powerful positions, then they try to bring in people from their own clans. Without appropriate benchmarks, jobs are guaranteed. People, in fact, don’t feel embarrassed to play ruses.

For instance, when there are special recommendations, then HR department prepares dummy job descriptions and requirement criteria, clears unfit applicants with informal interviews and hands over quick appointment letters. That’s not fair. 

In simple words, if HR is strong, transparent and systematic, then no one can fiddle its ways.

Give a person worthwhile opportunity if he ranks well by his testimonials, experience and skills. It doesn’t make sense to designate a person on a different role when he doesn’t fit in there.

Not to mention miserable cases when, on preferential basis, some employees get promoted or receive high raises in salaries. When you try to quiz HR about this, they’ll decline to disclose anything.

Once, during a site inspection, an auditor from a reputed vendor noticed a senior manager, with extraordinary functional abilities, industry-specific expertise, team mentoring and management skills. Simply, the auditor commented that he’s working in a wrong place, and had he been in a multinational company, definitely he would be on a high ranking executive role such as vice president. 

On the other hand, in workplaces where employees aren’t evaluated on their performances and competencies, then there cannot be true performance appraisals. Perhaps, when it comes to appraisals, the foremost thing should be to have a clear strategy to audit employees' performance, in a just manner and reward them accordingly. That way, in fact, you build straight growing long-term relationship with your employees. Truly, this is how HR department can be humane.

In another way, in order to enhance work efficiencies and boost employee performance levels, even HR can opt to have staff shuffling and training. Once done, it will be like selecting the right people for the right job. It’s weird when someone is qualified in some way and, on the contrary, given a different role with high perks and benefits. 

Well, imagine what could happen when a wrong candidate, with no chiseled experience and work enthusiasm, gets the job? Oddly, sometimes a capable candidate, with true caliber, expertise and background may be rejected due to limited hiring procedures. So, finally, a recruiter is losing the right person.

In fact, hiring talented professionals is a daunting process, and anything less in the selection procedures can end up recruiting a person who is either unfit or on the average level. Hiring simply exceptional people means getting real players who know the art of balancing company’s vision, true commitments and positive results.

Moreover, shouldn’t a recruiter be thoroughly a human being, with an excellent character? Because this trait sharpens one’s receptivity and allows a person to look for real talent, be prompt to take right decisions and acquire competent workforce that can strengthen company culture with fidelity, hard work and team spirit.

In conclusion, here’s a spinoff idea: If you are tired of your own people, then better think of hiring a best consultant who can relieve HR headaches. 


Image source: Pixabay.com

التعليقات

Mohammed Abdul Jawad

منذ 4 سنوات #3

#1
Thanks Jerry Fletcher. I find a tincture of wisdom in your comments. Indeed, good leadership makes sense and it cannot be sidetracked. Thanks so much.

Ali Anani

منذ 4 سنوات #2

#1
I am in complete agreement with Jerry's comment #1 and I thank you for your thoughtful post dear Mohammed Abdul Jawad

Jerry Fletcher

منذ 4 سنوات #1

Mohammed, The system you re describing with its inherent flaws is precisely why governments fall into disrepair across the globe. The appointees generally are not qualified for their posts and those below them have no respect for them. The fault lies not with HR but with leaders that fail to assure that roles are properly described and candidates found to fill them. Hr is not the solution the problem. Better leadership is. And so it goes.

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