How to recruit the right employees ?

Human Resource Planning in the Company

Human Resource Planning is a systematic process of anticipating future employee needs, with the aim of the company having the right number of employees and skills according to business objectives.

Conditions for Employee Planning

1. Employee planning goals and objectives must be clear,
2. Employee planning must be in line with business strategy
3. Employee planning must be adaptable to internal and external changes.
4. All interested parties must be involved in the employee planning process.
5. People planning needs to be updated regularly.

Factors affecting human resource planning

Internal factors are those that come from within the Company.

1. Company's mission, vision and business strategy. The company's mission, vision and business strategy are the main foundation in determining the direction and objectives of employee planning.
2. Company organizational structure The company's organizational structure determines the need and type of employees required, must consider the organizational structure, including the number of employees, the level of hierarchy, and the division of tasks and responsibilities.
3. Company Culture. Corporate culture influences employee behavior and performance, ensuring that employees are recruited and developed in accordance with the company's internal culture.
4. Employee skills. Employee planning should consider employee skills to ensure that the company has employees with the right skills to fill the required positions.
5. Employee turnover rate. Employee turnover rate is the rate at which employees leave the company, the company should consider strategies to reduce the turnover rate.
6. Human Resource Budget. A human resources budget is the financial resources allocated to employee activities, such as recruitment, training, and employee development. Companies should consider the available budget and ensure it is used efficiently and effectively.
7. Technology. Employee planning should consider technological developments and ensure that employees have the appropriate skill set for the technology used by the company.

 

External Factors Affecting Employee Planning

1. Industry trends, such as technological developments, regulatory changes, and the emergence of new competitors, can affect the types of expertise and skills that companies need.
2. Technological developments, such as automation and artificial intelligence, can affect the need for employees to have developmentally appropriate skill sets.
3. Government regulations, such as labor laws, can affect Human Resources programs and policies, companies must consider them, so that programs and policies are in line with government regulations.
4. Human resource planning should consider labor availability and develop strategies to attract and retain qualified employees.

The Potential of Human Resource Planning in the Internet Age

1. The Internet provides easy access to information about the labor market, industry trends, and best practices in employee planning.
2. The Internet can be used to inform job vacancies, receive applications, and conduct online applicant selection.
3. The Internet can be used to provide access to online training and development programs for employees.
4. The Internet can be used to track employee performance, provide feedback, and provide rewards.
5. It can be used to facilitate communication and collaboration between employees, managers and HR departments.

Steps in Employee Recruitment

1. Identify Labor Needs, which is determining the types of jobs needed, the number of employees needed, and the qualifications required for each position.
2. Create a Recruitment Plan, which includes a strategy for finding and screening candidates, a recruitment schedule, and a recruitment budget.

Candidate Search

1. Posting job advertisements
2. Using a recruitment agency
3. Through internal employees

Candidate Screening

1. Review of Curiculum vitae and cover letters, to ensure they have the required qualifications.
2. Administering tests to candidates to assess knowledge and skills.
3. Interviews with prospective employees to further assess suitability for the position required.
4. selecting the most qualified candidates

Sample Employee Interview Questions

1. Tell us about yourself.
2. What attracted you to this position?
3. What are your strengths and weaknesses?
4. Tell me about your previous work experience.
5. What was your biggest achievement in your previous job?
6. How did you handle a difficult situation at work?

Sample Questions on Knowledge and Skills

1. What do you know about our company?
2. What do you know about this position?
3. What are some skills you have that are relevant to this position?
4. What software or tools are you good at?
5. How do you keep up with the latest developments in your field?

Questions for Interviewers

1. What are the main responsibilities of this position?
2. What is the work culture like at this company?
3. What are the professional development opportunities available at this company?
4. What is the next step in the recruitment process?
5. When can I expect to hear from you?

Tips for Answering Interview Questions

1. Do some research on the company and the position you are applying for.
2. Practice answering common interview questions.
3. Dress neatly and professionally.
4. Arrive on time for the interview.
5. Be polite and enthusiastic.
6. Answer questions clearly and concisely.
7. Give concrete examples to support your answers.
8. Ask questions of the interviewer.