10 December 2019

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The Art of Attracting the Best Talent

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Human Resource Management functions have undergone remarkable change over the past 20 years.  Its significance can be viewed basically from three perspectives i.e., Social, Professional and as an Individual enterprise.   Over the past years, HR role was mostly concerned with Labor Welfare and Industrial Relations i.e., managing traditional functions like Recruitment, Induction & Performance Appraisal and thus named as Personnel Management.

In the recent years, the importance of HR has gained its prominence and playing a major strategic role in the industries like IT, ITES, Manufacturing and Retail etc.  The objective of HR in any company is to get maximum profits or ROI and minimise the financial risk from Human Capital. 

HR is a key proactive partner in the organisation to align its goals with external environment.  There is a dramatic change in the role of HR and should act as a dynamic and strategic entity when implementing organisational plans, policies and procedures. 

HR functions have grown in importance with the growth of global competition.  The increased pace of globalisation has meant the private sector organisations face for greater competition than in the past and one way of ensuring that they remain competitive has been to concentrate on the workforce and clientele satisfaction. 

Finding and recruiting competent, skilled, capable and quality staff is a challenge that most organisations face. Many large, medium and small businesses find it tougher to compete for the required talent.  As a consequence, many organisations end up recruiting new staff quickly and have somebody to fill a vacant position. Such practices often lead to bad recruitments and therefore to many other problems at workplaces.

To make the best recruitments, organisations must make a commitment to the importance of the recruitment process and policies, instead of rushing through the recruitment. Creation of Recruitment Policies is the first step in structuring the recruitment process of the organization.

Hiring an employee or Recruitment is the phase that immediately precedes the selection.  Its purpose is to pave the way for the selection procedures by producing, ideally the smallest number of candidates who appear to be capable either of performing the required tasks of the job from the outset or of developing the ability to do so within a period of time acceptable to the employing organisation.  In practice, the objective of a recruitment procedure is to attract genuinely suitable candidates and carefully examine their credentials in order to produce a short list for further investigation in the selection procedures. 

In view of the importance and difficulties of the task, employers need to take it most seriously.  Appropriate investment at this stage can and will be cost-effective if it avoids the possibly enormous and incalculable costs the faulty employee selection may produce. The selection task is difficult in the absence of the systematic approach. 

In choosing methods of employee section, the selectors need to find methods which are practicable enough to be used in the short duration and restricted environment of the selection process and which provide the closest possible correlation between the predictor and the criteria for effective performance of the job.  In the literature of psychological testing, these requirements are known as reliability and validity.    In practice of employee selection, there are several methods used such as:  ability tests, personality test, Interviews etc.  The most effective personnel selection systems place a great emphasis on the interaction of the person and organization in the prediction of effectiveness.


Last Updated ( Sunday, 08 August 2010 22:38 )  

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