Hiring Is an Art: The Employment Manager
Hiring is an extremely professional and intricate art. The manager or owner of a company is not necessarily a good employment manager. While experience is valuable and applicable, years of being involved in a business simply don’t provide hiring knowledge for an individual.
To hire new individuals through a process when needed, an employment manager must learn a set of hiring principles.
In the process of hiring workforce, required job titles and positions are first sent to the employment manager who then will look for different people based on the information taken from various sources. The employment manager will then hire selected individuals after they must have gone through different stages of interviewing. The employment manager will also invite the final choices, close and conduct a contract on behalf of the company.
“We can do it ourselves with our eyes closed!” or “when taking a look at someone, we know exactly what he/she is made of!”; probably, you have frequently heard such statements from business owners. Of course, experience is not ineffective, but these sayings aren’t scientific at all
and there are numerous aspects in hiring that these people ignore and because of that, they end up with significant losses.
Loss is not always hiring an incompetent individual; the greater loss is sometimes failing to hire suitable individuals.
The hiring process is mostly a task for “employment manager”. It may be considered an independent job position in the organization or as a part of tasks given to individual(s) who are also responsible for other tasks in other sections of that organization. For example, a deputy director can also be an employment manager in an organization, while in another organization, an employment manager can be one individual without any other job position or task.