Candidate Manager

The Human Resource function has a number of responsibilities within any organisation. Firstly, and arguably most importantly, the HR department is responsible for hiring members of staff. Human Resources also sets out the goals for the organisation, organising the entire company, and planning future developments and objectives.

Depending on what articles you read, up to 80% of the organisations value stems from the HR department. This suggests that there is a direct correlation between the correct management of people and a successful, harmonious organisation. It is up to HR staff to identify the best available candidates for selection, and when hired, to bring out the best of their abilities.

Recruitment of Employees

As already mentioned, this is one of the primary roles of the HR team. This function involves evaluation of ability and competency of potential employees in relation to company requirements. If this duty is performed to the required standards, then the organisation will increase value. This is as a result of identifying the correct people to achieve its targets and goals.

Effective recruitment can be done through a number of ways. First of all the Company can conduct educational and psychological measurements. This task will involve assessment of abilities, skills and character evaluation of applicants. Through psychometric evaluation, the Company can ensure that employees have the right attitude necessary to fit into the organisation. Another method Companies use to recruit members of staff is through interviews. Here, the Human Resource Department can ask applicants questions that evaluate their decision making abilities and how they would deal with certain situations if presented with them. The Department can also employ the use of written interviews where applicants answer questions addressing key issues in the organisation. Through these channels, the Department contributes towards organisational performance.

Effective recruitment can be achieved in a number of ways. Educational and Psychological measurements are an obvious starting point. This involves the assessment of abilities, skills and character evaluation of applicants. Through psychometric evaluation, the company can decide where the individual fits the ethos of the organisation. Psychometric testing is becoming a "must-have" for expanding organisation's in particular, and is often integrated in recruitment software packages.

Interviewing still remains the most common method of recruiting staff, though it is often complemented by other methods to minimise the risk of hiring that particular individual. The advantage is the face-to-face interaction. The Human Resource member/team can ask questions that evaluate their decision making abilities and how they would deal with certain situations if presented with them. It gives the organisation a better insight to the type of person they are dealing with, their personal traits, and whether this person would fit well in the organisations with the current employees. The HR team can also employ the use of written interviews where applicants answer questions addressing key issues in the organisation. Through these channels, the department clearly contributes towards organisational performance.