Introduction
Market leaders always provide customers with the highest quality products and services. This is made possible by the company’s sophisticated system for personnel management. HR supports the creation of the company’s mission and development strategy and the optimization of business operations. The recruiting process is equally significant because training new employees consumes many company resources, and the candidate must be successful and perform well to benefit the business.
Functional Strategies of the Organization
The organization’s critical functional strategies are personnel management, marketing, and finance. In current conditions, creating and effectively using the organization’s personnel’s high-quality potential is the main success factor in the competitive struggle, both from tactical and strategic perspectives. While businesses work to advance their technical foundation in line with technological advancement, it’s equally critical that the hiring process be modernized.
The personnel selection and selection system comprises policies, selection, and hiring. Its purpose is to assess the compliance of the candidate’s professional and personal suitability with the requirements of a vacant work carried out as soon as possible using the most accurate, economically, legally, and ethically justified means and methods. The interview, not researching HR or using social media, should be at the center of the recruiting process of successful companies.
Aligning Recruitment with Organizational Goals
The key to successful recruitment is following the goals of the organization. HR must consider recent trends and the global environment to ensure new team members become valuable reinforcement. The first thing that has changed is that HR needs to focus on a new colleague’s potential rather than on whether or not they have specific skills and experience.
A recent study of HR systems states that “human resources leaders should push hiring managers to look beyond the immediate needs of their business units and consider what skills the larger organization must acquire to succeed in the future” (Reengineering the Recruitment Process, 2021). Compared to earlier, when most professions were production-related, the modern world requires a broader range of soft skills, like communication, critical thinking, and emotional intelligence.
The Importance of Soft Skills in Today’s Workforce
HR must also consider that technology is advancing, so it is crucial to know what candidates know and how they can learn. Wayfair will pay attention to the willingness to acquire new skills and knowledge by asking appropriate questions (Interview, 2023). A candidate may have outstanding abilities when hired but lack the motivation to gain new knowledge. A disinterested employee will not be helpful when the company wants to use new technology in the future.
Wayfair also advises focusing on something other than finding the most successful candidate for a previous job. This does not guarantee that a person will also be influential in a new position; additionally, such a candidate will be less motivated to study. Specialists warn that “there is always the chance that the star won’t be able to replicate his or her success in a new environment” (Groysberg et al., 2008). HR specialists of the company also do not recommend watching candidates’ social networks. People’s personal life should not influence the impartial evaluation of potential employees.
Conclusion
In conclusion, modern companies are moving away from template recruiting methods when the main focus is on CV and previous work experience. It is necessary to consider the intentions and strategy of the business when planning the hiring of new employees. Indeed, companies are looking for people who are already trained and have relevant experience for some positions, especially technical ones. However, more often, companies are interested in teaching employees specifically for themselves, which is precisely the strategy that Wayfair adheres to. Considering modern conditions, the HR system should always focus on the company’s development.
References
Groysberg, B., Sant, L., & Abrahams, R. (2008). The Risks of Hiring Outside Stars. WSJ. Web.
Interview with Talent Acquisition Manager- Internal Mobility. (2023). Recording Folder: MGMT 3420 Group Project.
Reengineering the Recruitment Process. (2021). Harvard Business Review. Web.
TED. (2015). Why the best hire might not have the perfect resume | Regina Hartley [Video]. YouTube. Web.