Hiring the Right Person Essay

Hiring the Right Person: A Research PaperHiring the Right PersonIntroductionThe right person to be hired is the one that consciously needs the job but unconsciously made everything that will make him hired. Although this point is subjective, it is up to the hiring staff to determine who the right person to be hired is based on all aspects in the hiring process. But before tackling the hiring process, it is proper to discuss the very basic foundation why there is a need to develop a strong economy by means of improving industry and business organizations and their operations.

Part of the business operations is the hiring of persons to fill the manpower needs of every industry. In line with that, if a particular company is designed to accept and hire the right persons for a job, it is certain that the business operations of the said company would become successful. The logic is that the success of the company depends upon the way employed individuals diligently and efficiently perform their duties, responsibilities and functions. The people are inclined to protect the state of the economy since it would be an indicator that we could live a comfortable life. Having enough earnings or money for survival is the basic purpose of finding the right job. In connection, finding the right job carries with it the responsibility to be the right person for the right job.

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In other words, every working individual must develop its skills in order to fit the requirements of every job sought after.In this paper, the basic processes of hiring the right person will be discussed. The role of the Human Resource Department of every company is to make sure that the right person is hired for the right job. It is futile to hire many working individuals when they are not the right persons for the job opening. Hence, there is need to know the processes on how to hire the right person.Hiring the Right Person Process            There is no doubt that in a hiring process there are two parties involved, and these are the company represented by the hiring committee and the candidate or the person who has the intention to seek for the position opened for application. As such, the focus of this paper is the hiring process on the perspective of the employer since the main topic of this paper is hiring the right person for a job.

            In connection, there are nine basic processes in hiring the right person for a job. These items include determining a company’s need to hire a new worker, performing a thorough job analysis, preparing to lay down the job description, determination of the salary for the position which is opened for application, deciding the place and the means to find the right person for the job, collection and review of a number of applications and resumes, the interview process, checking the references of the applicant, and hiring the right person for the job (“Hiring The Right Person”). In all these steps of hiring the right person, the hiring staff or committee must see to it that the right qualities of a candidate can be properly determined.            Necessity of Hiring a New Employee            There are many things to consider in deciding whether or not a new employee must be hired. First, there should be a determination whether or not the company was able to utilize the skills and talents of the current employees (“Time To Hire a New Employee or Outsource?”,2002, p.

1). This is because when skills of the current employees are being utilized and there is no need for a new employee to be hired, then it is useless to continue the hiring process.  Aside from that, four factors must be considered in deciding whether or not there is a need to hire a new employee and these are type of work, actual cost difference between employee and contract worker, quality of work needed, and duration of need (“Time To Hire a New Employee or Outsource?”, 2002, p.

1). Of all these factors, the most important to be considered is the actual cost difference between employee and contract worker since it may affect the financial capacity or stability of the company. There should be no way in wasting the financial resources of the company for unnecessary matters.Thorough Job Analysis TaskAfter deciding that there is a need to hire a new employee for a certain position, a thorough job analysis must be done.

Job analysis is a process of identifying and determining in a detailed way a specific job responsibilities and duties as well as requirements including the relative connection of these duties for a given job (“HR Guide to the Internet: Job Analysis”, 2008, p. 1). In other words, job analysis is the judgment of the collected data concerning a particular job. The purpose of job analysis is to be able to point out the relatedness of the employment procedures used by the company (“HR Guide to the Internet: Job Analysis”, 2008, p. 1). Aside from that, the procedures related to job analysis include training, personnel selection, and job evaluation and performance appraisal.

The basic question to ask in analyzing a job is that: what are the job’s essential functions and key performance criteria? To be able to answer the same question, there are steps to be followed and these are:·         Identification of the job to be analyzed·         Determination of the procedures to be used in the collection of the job data·         Implementation of the job analysis methods·         Review of the data collected through job analysis, and·         Summarization and documentation of the data collected (“HR Guide to the Internet: Job Analysis”, 2008, p. 1).These steps must be followed by a member of the Human Resource Department of the Company who is tasked of the job analysis process.Writing a Job DescriptionJob description is the detailing of the job requirement for the position based on the job analysis (“Hiring the Right Person”).

The purpose of writing the job description is to have a written record of the work performed or to be performed by employees. Primarily, it is also designed to communicate information on what is done and why it is done (“DPMG Job Description Writing Guide”, 2004, p. 1). Besides, requirements in a job position must be written clearly concisely and accurately at all times.In job description, there are basic processes that must be followed. First, there must be a discussion meeting with the classification officer. In that way, clarification of matters can be done and avoiding potential problems is possible.

Second, preliminary listing of major responsibilities must be done. Consideration of the job requirements on the position opened for application is also proper. Third, there should be an estimate of time allocation of every job responsibility. Fourth, responsibilities must be re-arranged in its order of importance. Fifth, reviewing and rewriting responsibilities must also be accomplished to make sure that the right details are written.

Lastly, a summary of duties in general statement should be prepared s well as other technical processes for that matter.Salary DeterminationSalary is the most important aspect of hiring a person. It is the main reason why a person sought after the job that was opened for application.

It is also a motivating factor that potential qualified employees would apply for the position. Thus, there is a need to properly determine the right value of the services to be rendered by the potential employee. In addition, adequate pay incentive is a key to hiring the right person. Most applicants are attracted by job openings that provide a competitive compensation and benefits package.For that matter, salary to be disclosed to the potential employee must be based on internal and external equity. It is the task of the Human Resource Department to determine and analyze the relation of the internal and external equity of the company to be able to come up with the right salary for the position. The basic question to be asked is that:  is the salary comparable and proportional with the salaries and responsibilities of other positions inside your company as well as similar positions out in the marketplace? The answers of this question are vital to the competitiveness of the compensation package to be prepared by the hiring company. There are basis and criteria in determining the right salary too.

The merit-based determination of salary is one of the most popular in companies at present. There should be a fair decision that potential qualified applicants could be attracted to the salary mentioned in the hiring process. In that way, it would be easy to find deserving and right employees.

Aside from that, there should be no biases in determining the right salary (“Subcommittee on Academic Affairs Proposed Policy on Faculty Raise Determination”).The Place and Means in Finding the Right ApplicantsThe hiring committee must also decide the right place and means in finding the right applicants. The committee must also identify the recruitment techniques to be used for hiring the right person. Aside from that, the committee must also identify the time frame for conducting the hiring process especially in determining the right venue of accepting application. It must be remembered that advertising is not the sole, or necessarily the best, means to recruit people (“Hiring the Right Person”). Other places that should be considered in hiring the right persons are reputable universities, colleges and even government and public institutions that facilitate job hunting.

Collection and Review of Applications and ResumesAfter going into places that potential qualified employees are found, collection and review of applications is the next activity of the hiring committee. All applications must be reviewed to be able to find the best candidates for the job. After setting aside the best application, the committee must start choosing the most qualified candidates for further consideration.Most companies have their own website for the job candidates to submit their resumes online. This means of finding the right applicant goes with the flow of technological advancement. Sometimes, companies are also burdened in reviewing the resumes submitted to them by job applicants (“Poor Application Management Systems”). The Human Resources and Development Department of the company must not fail to realize that organizing the data and documents linked with job applications and applicants is an incessantly essential chore for an emergent business (“Poor Application Management Systems”).The Interview ProcessThe interview process is the portion of the job hiring that the hiring committee was able to choose the best applicants for the position.

The interview is the hardest part of the steps in hiring the right person since the interviewer must be able to identify the strengths and weaknesses of the interviewee (“The 25 Most Difficult Questions You’ll Be Asked on a Job Interview”).In connection with that, there are important items that must be considered by the interviewer of the company. First, the interviewer must be aware on what is needed from the candidate prior to the start of the interview. A review of the job requirements must also be done.

Second, the interviewer must be aware of the job and its responsibilities. Third, a preparation of a list of basic questions regarding the skills of the candidate, abilities, past job performance that must be answered should be completed. Fourth, a preparation of the list of prioritized and quantifiable criteria by means of worksheet or method for purposes of comparison of candidates must be had. In order to familiarize the candidate, his or her resume must be reviewed thoroughly. One of the reasons behind this rule is to gauge the honesty of the candidate based on the facts stated on the resume. Aside from that, familiarization of the candidate’s resume would enable the interviewee to prepare questions that could measure the confidence and ability of the same to face witty and difficult queries.

Besides, setting exact appointment time and time limits should be prioritized also. The interview process is also the time to explain the type of test that the candidate must go through if given a chance (“Hiring the Right Person”).Checking ReferencesIn the most application letters and resume of a candidate, there is a portion that supplies or the references. The candidate supply in that portion, the people whom he is to be referred of by the company and the latter will call these persons for verification and review of the candidate’s past performance and reputation. It is necessary to check the job record of the candidates since security on the part of the company must be prioritized. Candidates who are found to have administrative and criminal records in their past jobs could harm the business of the company.

Hence, it is necessary to conduct a through evaluation on the employee’s records through checking the references he supplied.Hiring the Right Person for the JobAfter having followed all the steps in hiring the right person, a formal turn-over of the job will follow. The salary of the person hired must also be finalized and signing of job contract ended the hiring process. The right person for the job will be given the instructions concerning the job he was hired of on or before first day of work.ConclusionThe steps of hiring the right person for a certain job are very important.

The hiring committee must familiarize the same for proper implementation. As a summary, the steps include determining a company’s need to hire a new worker, performing a thorough job analysis, preparing to lay down the job description, determination of the salary for the position which is opened for application, deciding the place and the means to find the right person for the job, collection and review of a number of applications and resumes, the interview process, checking the references of the applicant, and hiring the right person for the job. Finally, finding the right person for every job can be done in the right places, right method, competitive salary and benefits package and the proper interview processes.ReferencesDalhousie University: Inspiring Minds Website. (2004 December). DPMG Job Description Writing Guide.

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leadership-tools.com/hiring-the-right-person.html.Marquette University Website. (2008).

Subcommittee on Academic Affairs Proposed Policy on Faculty Raise Determination. Retrieved December 22, 2008, from            http://www.marquette.edu/cof/SAA/Raise_document3.

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