Hiring the appropriate candidates for a certain position is fundamental requirement since it guarantees employ productivity and a positive relationship between the employer and the employees and other workers at large. Once the appropriate employee is hired, the morale of the employee increases and the employee is ready to tackle any challenging task. The hiring strategy that I along with my hiring team will employ is through job interviews after advertising the job vacancies. It is crucial for me to have a job description, which acts as my guideline. The job description describes the responsibilities, required minimum qualifications, duties and the working environment of a specific job. It is essential to have a hiring planning convention. The attendants of the meeting include all the employees who will take part in the hiring process. It is this meeting where the hiring team plans its process and gives responsibilities to the respective members (Bechet 2008).
It is imperative to refer to the existing records for the previous recruiting process and thereby evaluate any strength or weakness, which needs to be addressed. It is important to develop a pool of the best candidates from which the most competent candidate will be selected. It is also imperative to go through applications and the resumes cautiously. Since the employing officers already know the key competencies in a chronological order, the hiring officers will be able to select best candidates for a specific job. Now that the firm is hiring marketing team, the recruiting strategy requires candidates with experience in sales and marketing for a period of not less that three years while the candidate should not be beyond 35 years of age.
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