Repercussions in Recruiting Incompetent People

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- Issue No 02 :-

Not having proper recruitment and selection procedure in order to select the right candidate.

The first issue was related to the advertising the vacancy. According to that poor advertisement, they received only few application forms for that position. So that they hardly found the suitable candidates and shortlisted the CVs and called for interviews for 3 candidates. It is related to the recruitment procedure.[pic 2]

So according to this recruitment process, it was low effectiveness process as they received limited no of application forms.

Also there were some mistakes on the selection procedure. Because they selected the brand manager only conducting 2 interviews. The first interview was carried out just before a monthly board meeting without paying much attention to the interview. So that it might not select the most suitable candidate as they were not pay much attention for the interview. And then they entered to the final interview in 10 days after the 1st interview without doing any employment testing. The final interview was conducted by the CEO of the company. Marketing Director wasn’t come to the final interview as he and his team attended for an exhibition. But the marketing director should involve in the final interview as the vacancy related to the marketing field and he knows what are the skills should require for that position.[pic 3][pic 4][pic 5]

So the company not having a proper recruitment and selection procedure according to the above detailed theory part.

- Issue No 03 :-

Not having proper induction for the selected candidate.

After the final decision they selected Mr. Anton as the brand Manager in their company. So he joined the company in the following week. But he had not proper induction and also a probation period.

Mr. Anton wasn’t familiarized with the system and the process of the company and he immediately got involved the works at the very first days. So that he had not any proper induction program.

And also there was not having any probation period for Mr. Anton. So that he doesn’t know the gravity of the type of work that had to carry out with his branding team. So that he can’t handle his work during the orders kept coming rapidly for the newly developed products. It will be damage the growth of the business. So that he had to depend on his subordinates as the competency levels which were required for this position were not possessed by him.

- Issue No 04 :-

Not having proper link between HR strategy and business strategy with impacting organizational goals and their employees.

According to the induction & probation period issue, he was totally depending on his subordinates as the competency levels which were required for this position were not possessed by him. Because lack of the experiences & less skills & competency of the position expected from him, he doesn’t have clear idea about the gravity of the work. So that the normal working targets were dropped down as there were no proper working conditions for the workers. Also depending on the subordinates is not matched for a brand manager. So the respects for the brand manager position may damage. Workers do not care of their superior’s orders. So there may be happen dissatisfactions and conflicts among them.

Little by little there was a significant drop in the market for this particular baby soap as these issue and hardly any branding activity was taken place in the company. So the branding team members also really demotivated as the target was set for them had not been achieved at all.

Alternatives

This section deals with different ways in which the problem can be resolved.

Solution for Issue 01: -

Advertising is a crucial part of recruitment process. It is intended to research out into the labor market with an attractive offer of employment.

This company advertised their vacancy on a weekday newspaper. But it is not refer to the job seekers as most of the job seekers use the weekend newspapers. Although the position of the vacancy goes to top level management. So that it will be better if it is published on popular job vacancy web site such as topjobs.lk, cv.com … etc. because most of the top level position job seekers use web sites to find their careers. It will be a wider options to attract more candidates.

Also, once they published their vacancy advertisement, only few candidates applied for the job because some of the salient features of a well drafted advertisement were missed out. Such as clear JD & JS.

Also there should some few criteria to evaluate the effectiveness of newspaper advertisement of a job vacancy as;

- Distinctive headlines

- Effective graphics

- Clever and creative

- Avoids sounding too glamorous

- Specifies nature of job & qualification

- Sells the employee

- Avoid stereotyping & helps candidate identify self.

There is a sample advertisement which was created by me for this company. I think there should be a proper advertisement like as bellow;

[pic 6]

Solution for Issue 02: -

There should pay more attention to the interview as same as the board meeting. According to that there should be at least 15 minutes for intervening each candidate.

The purpose of an interview is to assess the thinking, attitudes and aspirations of the candidate and match against the job requirements. And should be consist with appropriate panel members for this type of job and should beforehand discuss and agree as the specifics of the interview.

And also during the interview they can ask questions such as opening questions, probing questions, hypothetical questions and closed questions. So the use of these effective questioning will help

- In understanding the evidence presented during the interview

- Gain