Recruitment,and,Selection,good business, insurance Recruitment and Selection: A good system to study AND A bad

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Normal 0 false false false EN-US X-NONE TH /* Style Definitions */ table.MsoNormalTable{mso-style-name:"Table Normal";mso-tstyle-rowband-size:0;mso-tstyle-colband-size:0;mso-style-noshow:yes;mso-style-priority:99;mso-style-qformat:yes;mso-style-parent:"";mso-padding-alt:0in 5.4pt 0in 5.4pt;mso-para-margin:0in;mso-para-margin-bottom:.0001pt;mso-pagination:widow-orphan;font-size:10.0pt;font-family:"Calibri","sans-serif";mso-bidi-font-family:"Cordia New";}First of all, I like to say HRskills are very much needed in all managers, simply because one of several mainresponsibilities of any manager is “people management”.  As a former director of human resources and acurrent human resource lecturer & trainer, I theorize some human resourcefunctions that need both “Science” and “Art” practices to share here inMai-BS’s blog.    With “Science”, I mean the “system”of HR implementation and with “Art” I mean the “style” of the HRmanager.  To be called a 5-star company, systemand style cannot be separated from each function of human resource practices.Thus, I would like to share the following “system” for HR implementation and “style”of HR manager.Recruitment and Selection:If we refer to a recruitment andselection system, I have seen many companies who successfully established anacceptable system.  There are severalsystematic interview types such as  employmenttest, IQ test, EQ test, personality test, psychological test etc. etc.  All these tests etc. have the purpose toselect the best candidate, simply the right person to do the right job for the rightcompany.  I admire all mentioned testsand appreciate all the valuable time that many executives / managers put intheir interview processes.  I however found that good systemsfor recruitment and selection cannot ensure that the owner or the manager isreally open minded, modern and importantly fair to the organization and the overallworkforce!   Far too often, I can see senior managers anddecision makers recruit their favorite employee who do not have any knowledge,skill and abilities, only the right personality to fit with the owner / manager. These employees are recruited becausethey are controllable, they will never question the manager, in some cases thereare family-related to the owner or manager. These un-professional managers whohire the above people create so many problems in an organization since the ‘manager’sfavorite employee’ hardly do anything except making politics and de-motivate qualityemployees. These favorite employees keep themselves occupied with accommodatingthe top management’s comfort.  As mentionedin my former articles, the success and failure of “Human Resource Managementdepends on the professionalism of top managers. Now, let’s talk a little about “style”that need to be improved! Some of us have seen many unproductive“styles” of recruitment and selection practiced by a HR manager / managers.  For examples: § An applicant has towait for months to receive the first reply whether he or she is a candidate oran unsuccessful applicant.  As a HumanResource teacher, many times I have received questions from some graduates suchas “Do you know when I will receive a reply whether I am a candidate – I havesent my application letter 3 weeks ago”?  Shockingly, most of these companies post goodvalues on their office walls and signboards such as “We are fast, we are modernand we are innovative etc”!  Candidateshave to wait for several weeks just to find out if they are short-listed ornot! What a shame!    § Candidates who havebeen contacted for an interview hardly know who will interview them and for howlong the interview will approximately take place.  One interview normally is like a un-plan-ableone-day activity for the candidate.   § Many times candidates haveto wait for hours for one interview.  Thehigher the position of the interviewer is, the longer hours the candidate hasto wait.  I have seen cases where it tookone full day for an applicant to be interviewed by only 2 interviewers.  One of my friends, who have been invited bythe owner for an interview for a General Manager position for a beautifulIsland resort in southern of Thailand, had to wait for 6 hours on the Island tosave the resort an additional 15 minute boat trip.  Finally, the resort owner nicely andelegantly arrived by private helicopter! A very dramatic and impressive arrivaland it does reflect an un-likeable leadership style.  Many owners and investors like to have a resortwith a 5-star management, 5-star services and 5-star employees!  But it will hardly happen if there is such abehavioral model from the top.  This is aclassic example of a good vision by the owner, but in reality, the owner leadstheir people with own habit rather than his vision.   § Most interviewers willnot even come out from their office to personally invite the candidate for aninterview or even stand up to shake the hand with the applicant.  Most of the time, a secretary will bring thecandidate to the manager’s office.  I didsee this many times in several 5-star hotels and resorts where the owner alwayssays “I want true 5-star service”!  Ihowever think that treating your candidate in such a way is an ineffectivecommunication on the service excellence! §  Many times after the interview; theinterviewer will end the interview that “we will contact you back soon”.   But nobody knows “soon”! How long will ittake?  Most of the time, the candidatehas to contact the company to beg for an answer simply because everyone needsto plan his and her life.  Seldom, I haveseen an HR person or interviewer who would say to the applicant “We willcontact you back within 2 working days”. But, then again, when I do follow these cases closely, I found that eventhe interviewers say so, it normally takes much longer than said without any apology.   § Most of the times, ifthe interview is unsuccessful; the candidate almost never receives a simplereject & thank you letter.  Mosttimes, it is silence.  Usually, here inThailand, silence means “you have to wait”, or “you don’t get  the job!  As you can read from abovesamples, some working styles reflect badly on the company culture and standardsin treating employees (people).  Manytimes, during my consultation and training assignments, I try my best toemphasize that HR style is a very important factor to communicate the companyset standard.   But I feel that many HR persons and managersdo not realize this. Often enough, many HR managers andmanagers behave so differently from the said and written organizational valuesand cultures.  Once an HR Manager with a“long-cold-still face”said during an interview to the applicant that…“we are a top 5-star hotel, we investedbillions of Thai Baht! We want all our guests to be welcomed and serviced by smiling-faceemployees and not by“long-cold-still face” type of employee”!?Think about it….