Recruiting the Right Person for the Right Job

Question: Discuss the two most important strategies or components of a recruitment plan that lead to hiring the right person and the two most common mistakes to avoid making in hiring an individual into an organization. Answer: Components of Recruitment Plan Required for Hiring the Right Person. Job Description The recruitment plan should have a job description for the vacancy position in order to select the best candidate (Breaugh, 2014). The candidate vying for the vacancy position should first meet the criteria written in the job description before he/ she is shortlisted for interviewing. According to Breaugh (2014), the job description should be written while considering the roles, task, accountabilities and responsibilities that the position requires. The competencies including knowledge, skills, and attitude should also be included in the job description. The personal characteristics of an individual required for the vacancy position should also be included in the job description in order to select the right employees in the right position. Selection Criteria The curriculum vitae of candidates vying for the vacancy position should be reviewed in order to help in shortlisting of the candidates. The candidates that meet the job description requirements should be shortlisted (Dmitrieva, Zaitseva, Kulyamina, Larionova Surova, 2014). An interview should be conducted with a devised marking system. The interviewer should select the candidate that acquires the highest mark depending on the marking criteria. Mistakes to Avoid in Hiring Trusting the First Impression Trusting the first impression of a candidate can lead to hiring the wrong person. Good eye contact, firm handshake and a good tone in communication do not mean the person is right for the job (Cook, 2016). The interviewers should assess the new hire for weaknesses and strengths related to the position they will be undertaking in the organization. Not Understanding the Requirements for the Position The interviewer should understand the requirements for a particular position .According to Cook (2016), the interviewers who have worked in the vacancy position can be able to select the best candidate better than the one who has never worked in the position. The interviewer should, therefore, understand the talents, experience, skills, job requirements, job responsibilities and desired personal characteristics for the vacancy position. References Breaugh, J. (2014, July). Employee recruitment. InMeeting the Challenge of Human Resource Management: A Communication Perspective(p. 29). Routledge. Cook, M. (2016).Personnel Selection: Adding Value Through People-A Changing Picture. John Wiley Sons. Dmitrieva, N. V., Zaitseva, N. A., Kulyamina, O. S., Larionova, A. A., Surova, S. A. (2014). Scientific and Theoretical Aspects of the Staff Recruitment Organization within the Concept of" Talent Management".Asian Social Science,11(3), 358.