What you should know before recruiting a new employee

few things you should know

How important is recruitment planning?

Most organizations dive into recruiting employees without giving the process much thought. 

To ensure a successful and productive employee it is necessary to lay out the route map that will bring you there.

Stepping into this process without a proper plan can be very costly at the end of the day and great care must be taken on the type of recruitment process you follow.

How big is your need for recruitment?

First of all, you have to be sure that recruitment is the only option. So often haste make us overlook alternative options. 

Temporary replacements, process elimination, and other options must first be considered before the recruitment process comes into effect.

Just ask yourself some practical questions about the task at hand.

  • What is it that we need to be done?
  • Is it a task that will always be there?
  • Who else can do this?
  • Is the task actually essential to the process?
  • Does the task contribute to the turnover of the company?
  • Can the person add value to processes in the company?
  • Will the employee always have enough to do to be productive?
  • If not, what other value-adding tasks can be added?

What is the company role in the recruitment process?

Remember recruiting and employing new employees also brings more responsibility to the employer. You should always also ask the question about the company role in the process of recruitment and selection.

  • Can we provide job security for another employee?
  • How do we need this role to fit into the organizational structure?
  • Do we have the resources to coach and develop an employee in this role?
  • With what we are offering can we retain the employee's services?
  • What kind of personality does the company need in order to ensure growth in a particular position? 
  • Does the company have to apply other new resources to support the job function and is it affordable?
Failing in recognizing the basic need of ethical liability will definitely lead to failure of the process or the employee. 

Only you are to blame although it would probably be the employee who gets the blame.

What are the recruitment resources you will use?

Before you put the recruitment and selection process in motion it is important to know that you have the right resources in place to make a successful employee selection. 

Your resources will greatly depend on the size of your company and the recruitment policy they have put in place.

The ideal resources will cover the three main areas of the recruitment and selection process which are:
  • Pre recruiting
  • Active recruiting process
  • Induction and Training

The pre-recruiting process will involve mainly a collaboration between human resource departments and the responsible department head. 

This is where the need for recruitment and the criteria for the vacancy will be analyzed in order to identify the preliminary profile of a job spec.

In most cases, the Human Resource Department will be responsible for overseeing the complete recruitment process making sure that the company procedures are maintained. 

This will include the sourcing, final selection, interview, job offer and eventually the appointment.

Together with the Head of Department, the Human Resource Department will be responsible for the Induction and Training of the new employee. 

Human Resources will monitor the transition between the Recruitment Process and that of the Induction process.


To make sure the newly appointed recruit will be productive and beneficial to the company it is important to have an approved recruitment and selection policy in place.

Question: What do you see as the most important information required before starting the recruitment process?

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