Week 3 Discussion

South University

file:///C|/Users/CWATKIM/Desktop/Staffing.html[4/10/2020 11:11:11 AM]

Staffing Staffing employees for current and future vacancies is still the primary responsibility of the HR professional. The staffing process begins with the HR professional taking an assessment of the human capital required to ensure the organization has the ability to meet the mission, vision, and objectives that have been assigned by the decision makers. In conducting the analysis, the HR professional must be cognizant of the organization’s bottom line while attempting to recruit the most qualified employees so the organization will perform at an optimum level. This is a daunting task that the HR professional will perform; however, it can have a positive impact on the overall performance of the organization. The HR professional must develop a systematic approach in the employee selection process. A job analysis should be performed. The job analysis allows the HR professional to determine the specific requirements and competencies for the job, and by doing so, the HR professional can create a job description. In accordance with the needs of the organization, the HR professional will decide if full-time, temporary, or internal recruiting is required and the most efficient way to recruit for the openings. Once a pool of qualified applicants has been identified, the applicant process is initiated. The methods used in the selection process should be valid and reliable. Implementing a formal interview process (behavioral assessments, skills testing, personality testing, etc.) will save time and money and allow for close examination of the candidates. Of course, the test must be used in a manner that will not constitute discriminatory practices. As part of the selection process, the HR professional will conduct reference checks, background checks and verify the employment eligibility of each candidate prior to making a job offer.