| You will find that any successful business will have at | | | | recruitment needs to spell out very clearly the |
| its core efficient and caring employees who have | | | | absolute requirements vis-a-vis qualifications and |
| complete job satisfaction and a perfect fit for the | | | | qualities necessary to fill the vacancy. Based on this |
| jobs they are entrusted with. This is not an easy | | | | one can shortlist the candidates. The next step is to |
| task to accomplish and full credit goes to the | | | | take a decision on the number of interviews and/or |
| selection and recruitment processes that the | | | | presentation needed to finally select the employee. |
| company has in place. On the contrary, if these | | | | If the employers give very concise and accurate |
| processes are not handled efficiently, the wrong sort | | | | description of what they expect the employees to |
| of lethargic employee appointments can prove fatal | | | | be, the recruitment consultant or the agency can |
| even to a well established business. | | | | choose a candidate very easily. The recruitment |
| It is of utmost importance for an employer to be | | | | consultant or the agency also needs to have |
| absolutely clear on what they expect an employee | | | | knowledge of the employers in-built processes of |
| to be. The skills required for the job should be | | | | selection of the right candidates. |
| enumerated as precisely as possible. Transferable | | | | Finally, it is in the fitness of things that a feedback is |
| skills which the company could use also deserve a | | | | provided on the interview by the interviewer either |
| mention. So the chances of zeroing in on the right | | | | to the applicant or the agency through which he has |
| candidate increase greatly if the vacancy advertised | | | | come. Before proceeding with the interview which |
| is very specific as to the requirements. If recruitment | | | | may or may not be followed by a presentation, the |
| agency service is opted for by the employer, the | | | | interviewer on behalf of the company should have |
| agency or the consultant should get very precise | | | | reached a decision as to what package of |
| instructions from the employer. | | | | remuneration he is willing to offer to the right person. |
| It is necessary that an exact framework for | | | | This is a very vital but easily overlooked point in the |
| shortlisting applicants for a vacancy is formulated in | | | | process of selection and recruitment. The employers |
| advance. This is the first step of the selection and | | | | would do well to remember that the potential |
| recruitment process. This entails that the employers | | | | candidate would most definitely be sizing up the |
| are very clear as to what sort of qualifications and | | | | prospective employer as well during the selection and |
| experience they expect to see on the CV of the | | | | recruitment process. |
| potential employee. The process of selection and | | | | |