The selection process is about finding and selecting the right person for the job now and in the future. It goes beyond the technique of conducting interviews and must create a good match between a new person – the candidate – and the organisation, which creates business excellence in the market.
Too many employment processes focus on technical expertise, knowledge and experience. Too little attention is put on the human side of people’s development: the human values, attitudes, emotional and social skills, personal productivity skills, and personal quality standards. Nowadays, it is well understood that these areas of human social interactions are deeply connected with the organisation’s bottom-line results.
The following guidelines will help you focus on examining the four key areas of the General Business Excellence when selecting a new candidate and before onboarding them into the organisation.
Aim of an excellent selection process is to add a committed person to your organisation, who can and will do their best in the team.
It is everyone’s dream that the selected candidate will:
To achieve this, it is important to focus on the General Business Excellence: values, attitudes, productivity, relationship and quality skills, just as it is important to take into account the candidate’s professional capabilities; their knowledge and professional skills. If the managers are successful in doing that, the future employee will be successful in playing different job roles and create long-lasting team results.
Each of them is unique and requires different behaviour in every situation. You are always selecting for all three roles. Your task in the process is to evaluate them through the conversations and make the right decision.
The right decision is to either say no to a candidate, who is not a good fit with your company, or say yes if you find a good fit. Either way, the company management must not make a wrong decision, deny a good fit with your company or accept a bad fit only to proceed and place somebody in the job. The consequences of doing so would be to start on-boarding the wrong candidate and eventually end with many problems later.