Finding and keeping qualified staff is a challenge made even more difficult in the technical-services related and computer industries. Although inconvenient, staff turnover should be anticipated, with a pro-active recruitment solution prepared. It is now commonplace for Companies to recruit year round, even when there are no immediate job openings. Effective hiring strategies like this will help to ensure a continuum system of recruitment and retention.

Effective recruitment includes:

• The Candidate Pool – identifying and expanding the relevant human resource pool
• Candidate Selection – the matching and selection of the right candidate
• Candidate Retention – the best recruitment strategy is the retention strategy

The Candidate Pool

It is essential to be fully aware of the skills, knowledge and requirements needed by the prospective employee. There are effective ways to notify the desired candidate pool of employment opportunities. These include:

• Referral from employees, customers and vendors made more effective by creating a referral incentive program
• Sponsor work-study programs and mentored internship opportunities, and via
• Recruitment Agencies who will provide professional recruitment services and updated advice saving you invaluable time and resources.

Hiring personnel need to be honest in informing prospective candidates of their everyday tasks and responsibilities, in addition to their job perks. There should be clear communication of:

• What are the likely responsibilities (positive and negative)
• What the expectation are by the company and supervisors, and
• What rewards they can expect.

Candidate Selection

Hiring the right candidate can prove difficult. There are many methods available today to test personality, skills and other employment competencies. Research nonetheless agrees and supports the validity of certain tests and the importance of other factors in determining employee success.

Figure 1: Shows the success of employees as a result of effectiveness evaluation tests.

‘HIRE FOR ATTITUDE- TRAIN FOR SKILLS’ reminds us that there are motivational qualities inherent in certain individuals. Extroverted personalities tend to be enthusiastic and energetic and these tend to be favorable employee traits.

To have strong communication skills is important. To possess the ease and freedom in which to communicate is even more essential. Strong communication skills alone are not indicative of a motivated employee but a willingness to express ideas and thoughts are. Candidates that are cooperative, are open to constructive criticism and are not self-defeating are clearly ideal. Positive attitude is characterized by animated body language, good eye contact, self pride and the ability to laugh at themselves.

These qualities already exists in the individual and these qualities are almost impossible to be taught.

Figure 2: Shows that cognitive ability and personality are the two most important factors in affecting employee success in the workplace.

Figure 3: Shows the degree in which different personality factors actually contribute in affecting employee success.

Candidate Retention

In the end, the ‘retention strategy’ is the most important. By understanding and appreciating the cost of turnover, the key is to then be training and further developing the skills of the existing and pre-qualified staff. With reward and recognition, and future opportunities to grow with the business, effective recruitment strategies can then be seen in operation.

http://www.hrzone.com/articles/
five_personality.html#background

http://www.rpp.on.ca/hremploysel.htm