Custom essays on Job analysis and selection

Recruitment process is as complex and precise as any other managerial work, and responsibility for the selection of employees for the sales department has the midlevel sales manager. At the first stage it is important to create a team of workers and correctly determine the goals of each employee’s of the sales department.
When plans and strategies of company’s performance are already made, it is time to perform critical management functions – the selection and evaluation of employees. Selection process includes defining the principles of recruitment, the number of employees needed for quality performance of assigned functions, methodologies, secure, professional development of staff.
Recruitment begins with a detailed definition of who is needed for the sales department. Traditionally, the basis of this process is the preparation of the job description, that is document that describes the basic functions of the job. After defining the requirements for candidates (in the form job description, qualification cards, competencies or other document), the manager may proceed to the next stage – to attract candidates. At this stage manager’s main task is to create a fairly representative list of qualified candidates for subsequent selection.
In order to attract candidates the manager can use several methods, each of which has its advantages and disadvantages. In our case the best method is to use the services of private recruiting companies, which has its own database of employees, as well as it can carry out a special search for candidates in accordance with the requirements of the manager. Private agencies provide high quality candidates that suit the requirements manager and, thus, greatly help the further process of selection. The disadvantage of this method is high costs of the services of private recruiting companies, that limits the wide use of this method, and is used in cases when managers search for professionals , who will have a significant impact on the functioning of the organization.
Primary selection of employees begins with an analysis of the list of candidates in terms of their compliance with the organization ‘s requirements to future employees. The main purpose of the primary selection is selecting the candidates who do have the minimum set of characteristics required for vacant positions. After that manager will review the personal data of candidates, as well as test them and make a limited list of candidates who the best suits future positions.
In the next stage of job selection process manager (as well as HR specialist) will hold individual interviews with the selected candidates. The purpose of these interviews are to assess the extent to which the candidate suit the company, his ability to meet the requirements of the job description, the rules of professional growth and development, ability to adapt to the organization, working conditions, etc. It is important to remember that the interview is a dual process , as not only the organization assesses a candidate, but the candidate appreciates the organization in terms of its compliance with his own interests and needs. Manager and Human Resources specialist should provide the most objective and complete information about the organization, and at the same time, to avoid hiring those whose expectations differ with the possibilities of the organization.
Selection and recruitment is a long and expensive process, and to help employees successfully join the new organization – is the most important task of manager and human resources specialists.