Recruiting the right individual, Success in Productivity
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There
could be different technologies which could be used to identify a matching
candidate for a position opening in an organization which will look into the
skill and knowledge of the candidate however it is always evident that the best
candidate on paper is rarely the best candidate in person when accounting all
the aspects in an organization. Skill and knowledge are crucial for a job
opening however it is not the most important aspect of a recruiting process in
the modern world. Information and knowledge could be readily accessed through
different platforms. Therefore, in-depth knowledge of a specific scope is not
necessary in the modern world. However, companies show more interest in
personality how well a person fits into the company’s culture and how well the
individual comes in line with the company’s values and goals. When the
following aspects come in line automatically recruiting rate will be high. Recruiting
the right individual for the right position is critical for an organization to
keep its productivity are an optimal level. However, a study done by (Jim, 2022) states in a global
context 33% of companies think that their hiring process is strong and they
select the most matched individual for the position. 33% is a significantly low
percentage for a company of any scale. This will reflect as a negative aspect
where an employee who does not fit into the company’s culture, values or
capabilities the company expects both the productivity of the production
process and the employee satisfaction will deteriorate significantly. The
survey conducted by LinkedIn in the year 2016 clearly shows how the companies
in each region think about how effective their recruitment process is.
according to the
article “ A million good reasons for getting it right- the true cost of bad
hiring” (Matthew, 2018)
almost 85% of organizations admit to making a wrong recruitment
decision with a rate of 33% (Matthew, 2018)
further states that the cost of the make such a wrong decision may cost
the organization significantly financially as well as in terms of demotivation
or other member of the workforce which is much more problematic as the
productivity of the production process will drastically go down. The direct
financial effects of hiring the wrong person will relate to the HR manager's
salary and time during the recruiting process, the cost of inducting the
employee into the company, training, and lower productivity. Given that when
wrong hiring is done there is a low possibility that the employee will remain
in the company for a long time as there is no benefit to the company from the
employee on the other hand the employee will not be happy in the work
environment. The costs are not limited to direct costs there are a significant
amount of hidden costs involved with wrong hiring. According to (Matthew, 2018) a cost of more than 3 times the employee's
salary may be charged by the company person and according to the statistics by
LinkedIn it is said that wrong hiring will take place 33% of the time hence in
a workforce of hundred employees and with the statistic it is said that there
will be 33 employees who does not match to their job or fit the company and if
assuming the the average salary of each employee is about LKR 100,000 the
company could go to a loss of about 3.3 million in direct and indirect cost such
as productivity. Therefore, the right method must be introduced and maintained to
reduce the percentage of wrong hiring in the company.
How
to select the right match for the organization? How to be consistent in
recruiting the right person?
With
following five tips are an assurance that the 33% of wrong hiring could be
significantly reduced. This will in hand increase the success rate of the
company meeting its goals and increase profitability hence reflecting on the
productivity of the business. During the screening interview and selection
process the team or person responsible for making the final decision should
have the following key points at the back of their mind at all given times.
In-depth
knowledge of the candidate’s aspiration
Make
sure the question asked by the candidate reflects the company’s core values.
Get
to know the flaws of the candidate from their own words
Always do not depend on one person to make the final decision as there could be
personal bias traits in each person
Ask
the question from the hiring manager if the candidate adds color to the
company’s culture (Kate, 2022)
The video
gives a good insight into choosing the right person for an organization and the
importance of having the right personnel within the company.
References
Jim, S., 2022. QUALITY OF HIRE: HOW DO YOU KNOW
YOU’VE HIRED THE RIGHT PERSON? [Online]
Available at: https://blog.proactivetalent.com/quality-of-hire
[Accessed 13 November 2023].
Kate, J., 2022. How
to Hire the right person. [Online]
Available at: https://employmenthero.com/blog/right-person-to-hire/
[Accessed 2023 November 2023].
Matthew, L., 2018. A
Million Good Reasons for Getting it Right - The True Coast of a Badd Hire. [Online]
Available at: https://www.linkedin.com/pulse/million-good-reasons-getting-right-true-cost-bad-hire-matthew-leach
Recruiting the right individual for the right position is important for any organization. You are correct. I agree with you. Hiring a new employee who is the right person for the open position is always essential. Organizations depend on the employees. Employees represent the facet of the business, they are the ones who communicate with clients in large spaces. Whereas, hiring the wrong one will cost you more than money.
Thank you for your insight on the topic. Hiring the right individual is crucial for any organization. The right employee can contribute significantly to the growth of the business, while the wrong one can lead to devastating consequences. Investing time and resources in a diligent recruitment process to hire the right candidate is essential.
True..The right hires contribute to efficient operations, enhanced team collaboration, and a positive work culture. Ultimately, strategic and effective recruitment plays a pivotal role in driving organizational success by securing the talent needed to maximize productivity and achieve business objectives.
Thanks for your comment. I agree that suitable hires are crucial for efficient operations, team collaboration, and a positive work culture. Recruitment is a strategic process pivotal to organizational success by securing the talent needed to achieve business objectives. A team of talented and passionate individuals committed to common goals is always great.
Back in the day when we used to be in school we were told that work experience is the most important aspect to get a good job. You would even for an interview as a school leaver and you would be told that they are looking for someone with experience. However this day and age it seems to have shifted and a qualification is paramount to get a good job.
Thank you for the comment! I personally think since knowledge is readily present with the important technologies such as AI dominating most manufacturing fields, experience will be a great factor when recruiting, as with experience on the right time, an effective method could be identified for implementation at the right time.
Great insight. The constant challenge is finding the right candidate. With 5 generations in the workforce today, identifying the right candidate for the job is a challenge and the upkeep of this process is a difficulty too and one that would need to be monitored closely and improved overtime.
Your succinct emphasis on strategic recruitment's impact is spot on. Highlighting the link between the right hires, operational efficiency, and a positive work culture aligns well with organizational success. The use of "maximize productivity" and "achieve business objectives" resonates with a results-driven approach. Overall, your feedback maintains a professional and spartan tone while effectively conveying the importance of effective recruitment. Great job!
In most cases in a manufacturing-based organization. It is seen that productivity solely relies on the ability of the supervisor to plan, organize and coordinate the tasks assigned to the group of employees effectively to get the highest possible result. Hence, there is a strong relationship between the leader’s ability to motivate the employees and the organization’s productivity. As stated by (Robert & Daniel, 1952) it is evident that high-performing production lines consist of supervisors/leaders who have differentiated their roles from those of other employees. Therefore, focus leadership functions include more time spent on planning and particular skilled tasks, delegating their subordinates to process their assigned task as planned, and monitoring the significant goals without micro-managing every task. The author also states that higher-ranking officers devote more time to micro-managing, and paperwork will consist of low-performing teams. Further, a lack of good lead...
Every Human resource team must understand that the human workforce is an organisation's leading strength and backbone. Understand the importance of well-trained individuals in their specific scope of work, aiding the organisation’s success. The employees’ success and accomplishments should be accounted for as the company's success. The company should take pride in such instances. However, the issue and downfall of any employee should be accounted for by the company. To increase the number of successes and reduce the number of failures, the company should actively make decisions and give their employees opportunities in training and development. A direct correlation exists between employee performance and training and development, especially in a manufacturing-based business. This should be emphasized during performance evaluations where the right talents who deserve such training will be identified. Hence, an HR team should be actively and effectively working to make this succe...
Slowing down the day of work by allowing the employee to rest during work hours has been stated to be effective in many aspects of a business such as high employee satisfaction and low employee turnover. Still, the main benefit has been highlighted in the physical and mentally straining industries such as the manufacturing industries which rely heavily on labor providing rest periods in a way it is not have a significant holt in the process will improve the productivity of the production process. studies done by (Purbawati, et al., 2016) on a company named Surya Hutani which is in the wood industry. The study continued to check the difference in productivity with the implementation of rest periods on women laborers and the entity which was measured was the output of cut wood. The productivity was calculated with the formulation derived in the introduction. It was found that there is an optimal rest period as the researcher carried out the test six different working hours and rest...
Recruiting the right individual for the right position is important for any organization. You are correct. I agree with you. Hiring a new employee who is the right person for the open position is always essential. Organizations depend on the employees. Employees represent the facet of the business, they are the ones who communicate with clients in large spaces. Whereas, hiring the wrong one will cost you more than money.
ReplyDeleteThank you for your insight on the topic. Hiring the right individual is crucial for any organization. The right employee can contribute significantly to the growth of the business, while the wrong one can lead to devastating consequences. Investing time and resources in a diligent recruitment process to hire the right candidate is essential.
DeleteTrue..The right hires contribute to efficient operations, enhanced team collaboration, and a positive work culture. Ultimately, strategic and effective recruitment plays a pivotal role in driving organizational success by securing the talent needed to maximize productivity and achieve business objectives.
ReplyDeleteThanks for your comment. I agree that suitable hires are crucial for efficient operations, team collaboration, and a positive work culture. Recruitment is a strategic process pivotal to organizational success by securing the talent needed to achieve business objectives. A team of talented and passionate individuals committed to common goals is always great.
DeleteBack in the day when we used to be in school we were told that work experience is the most important aspect to get a good job. You would even for an interview as a school leaver and you would be told that they are looking for someone with experience. However this day and age it seems to have shifted and a qualification is paramount to get a good job.
ReplyDeleteThank you for the comment! I personally think since knowledge is readily present with the important technologies such as AI dominating most manufacturing fields, experience will be a great factor when recruiting, as with experience on the right time, an effective method could be identified for implementation at the right time.
DeleteGreat insight. The constant challenge is finding the right candidate. With 5 generations in the workforce today, identifying the right candidate for the job is a challenge and the upkeep of this process is a difficulty too and one that would need to be monitored closely and improved overtime.
ReplyDeleteYour succinct emphasis on strategic recruitment's impact is spot on. Highlighting the link between the right hires, operational efficiency, and a positive work culture aligns well with organizational success. The use of "maximize productivity" and "achieve business objectives" resonates with a results-driven approach. Overall, your feedback maintains a professional and spartan tone while effectively conveying the importance of effective recruitment. Great job!
ReplyDelete