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Attitude is one of the key factors to consider, critical decision making requires quantitative and qualitative ingredients but the delivery of the desired results needs the right attitude.
Always look for candidate professional passion towards the job responsibilities in the given work environment and decide.
-To start the decision making process in relation to staffing, it is important to identify the staffing requirements. This involves workforce planning, service requirements and budgeting.
-Next it is vital to identify what type of skill sets are required for the service.
-It is advisable to look into internal resources to identify skills that may match the requirements of the service before considering external sources.
-Undertaking a thorough job analysis, and writing up job description and person specification.
-Identifying the recruitment and selection criteria and resources is another crucial step as this starts off the employment relationship.
-Publicise the vacancy in a way which will attract a pool of talented employees from which they can choose the 'best person for the job'
Following are important decision when it come to staffing.
1. Knowledge Skill & Attitude of the prospective employee.
2. Budget of company for filling the particular position.
3. Matching Job Description and Job specification for that position.
4. Right person at Right place and at right time .
In my opinion
In staff it's important to have:
A motive to work in the applicant
Intelligent - persuasion - patience - Maker of Solutions
In which these specifications
he Is the best suited for job
Staffing is recruiting the right person in right time for the right position in the allocated budjet.
1. Loyalty
2. He/she fit for the role
It depends both on business needs & resource requirement, HR will categorically check which level of staff is required & then initialize recruitment process in line with available budgets & scope of business. This is not the end, just the start
Three words aptitude,attitude & appetite
In my opinion the experience in the same position even if they don't have the required academic qualification and the knowledge, his/her attitude and the last one the integrity in the work.
There are many considerations when it comes to choosing the right candidate for a job. Briefly;
- First, I need to see the job description in order to see what is required to be done.
- Second, I make a job ad in order to grab potential candidates' attention to apply for the job.
- Third, i screen the applicants' CV's and try to match their education, capabilities and/or their experiences to what the job requires to be done.
- Only a few among the applicants make it to the interview scheduled, and the interview is important in order to test the candidates' communication skills, fluency in speaking, and language.
Finally, the interviewee's performances are evaluated based on a weighted scale and the person who gets the best results would be the potential employee to the company.
