Introduction: Employment’s Essence
Several aspects allow firms to stand out, including technological prowess, capital endowment, and unique products (Chong & Ali, 2022). However, Chong and Ali (2022) provide talent availability in a business as a significant milestone, giving entities unmatched competitiveness. Thus, adopting the correct hiring models or procedures saves organizations from facing legal issues regarding employment laws’ compliance and grants outstanding firm personnel competitive benefits.
Recruitment Process
Contracting workers is not an easy task due to the many involved issues. A firm must pre-select and select the qualifying employees based on the available job opportunities. Other than checking candidates’ suitability for an advertised chance, the HR team must also appreciate the various laws guiding the whole process (Maurer, 2015). Zeebaree et al. (2019) note that differentiating the correct job applicant from a list of job seekers is hard because they all seem similar. Other countries even require their university and college learners to undergo a graded internship period before graduating to acquire basic professional experience. Therefore, gauging job seekers based on provided documents almost makes all of them identical. The matter introduces significant challenges in the HR community and is solvable through a contracting matrix.
Recruitment Matrix
The recruitment matrix provides an unbiased approach to estimating job applicants’ capabilities. The scheme has three basic categories for the requirements, including primary, desirable, and interview-gauged competencies. The essential requirements are those one must have to deliver the roles and responsibilities of the open job opportunities. They include the necessary educational level, age, citizenship, former experience, and legal standards for the job offer (Frampton et al., 2020). Desirable features include language, nationality, gender, and having served in a similar position earlier. Lastly, the recruitment matrix allows the hiring team to subject deserving candidates to interviews, mostly oral or written, where the candidate provides an account to justify the certification and experience claims.
Using the recruitment matrix provides numerous benefits to an organization. For instance, the model is prearranged, containing already tested and proven contracting tactics that the firm can use at any time and realize identical results. Accordingly, employing the vetted high-quality contracting model makes it easy for organizations to hire qualified workers with reduced pressure. Zeebaree et al. (2019) say that entities using a recruitment matrix overcome the frequent interruptions often affecting unorganized businesses when adding new members to their system. Consequently, the recruiting model is specific in every aspect, making it highly applicable and convenient.
Project Associate Staffing: Essential Requirements’ Assessment
There are six shortlisted candidates for the project associate position. The organization uses a recruitment matrix to determine the fitting job applicant among the six individuals. All the resumes appear appealing for the job placement. However, the employer must determine a single person for the open job offer. Hiring recruitment has several distinct segments, including the essential and desirable requirements and interview sections. A scale of 1 to 5 is used to gauge the applicants’ qualifications based on the necessary necessities for the job.
Essential Requirement’s Assessment
Education and previous experiences are some of the fundamental and determinant requirements for the project associate job. The sections use the standard 1 to 5 scale to vet the shortlisted candidates. Applicants meeting each requirement satisfactorily earn 5 points. For example, Dela is the only candidate with two years’ experience, thus obtaining 5 points, while Judy’s one year’s experience gives her 3 points. Other parties getting 3 points include Jean and Jeddy, all young individuals with little industry exposure of about a year.
The professional’s responsibilities are complex and use profession-specific tools requiring IT prowess. The requirement exists under the ‘essential’ necessities category in the grid, implying the aspect’s compulsion. Dela Ben, the applicant who fails the education requirement, attains the highest points under this category. The matter is explainable by his many years experience in the profession that beats all the other applicants. However, Judy and Eddy have satisfactory computer skills, explaining Judy’s eventual success as the best candidate.
Job owners and HR professionals cannot comprehensively distinguish a candidate’s potential by looking at the resume. Al-Shatti and Ohana (2021) note that people’s tendency to decorate personal statements to stand out during job applications leads to significant confusion during the hiring process. Moreover, the emergence of professional resume writers and bots that develop the statements almost uniformly makes shallow assessments dangerous. The confusion reiterates the essence of recruitment tools, such as the hiring matrix. The model’s application during the present process of hiring a project associate for the university makes sorting the appropriate candidate laid back and confident.
Essential Requirements’ Assessment Sub-Totals
Essential requirements are must-have elements for one to secure the advertised job opportunity. The category includes several necessities and has a unique subtotal that shows each party’s performance. The filled grid shows Judy Gray as the leading candidate under the essential requirements sub-totals. The applicant is highly schooled in the projects’ discipline and has meaningful job experience from a rigorous firm. She further fairs well in communication, computer skills, problem-solving skills, and being attentive to details. However, one cannot tell her unique ability by looking at the six applicants’ resumes. Therefore, the grid’s potential to identify the candidates’ uniqueness makes it highly reliable.
Desirable Requirements’ Assessment Scale
Desirable requirements are qualifications that are not weighty but nice to have among the candidates. The grid uses a scale of 0 to 1 to gauge the applying candidates, with those meeting the requirements receiving 1 point. Parties lacking the preferable elements get zero, which, however, does not affect their employability potential that much. For example, Judy, the process’s best candidate, has zero on the issue of working independently. The interview shows her as a team player with an exceeding desire to consult, which makes her a perfect candidate for the ‘associate’ position. However, Judy exhibits the potential to reason and gradually make independent judgments as she comprehends her line of duty.
Interview Qualification and Assessment
The recruitment matrix allows employers to pass job applicants via several vetting stages. The first phase involves checking the requirements’ possession, while the interview stage comes second. According to Melchers et al. (2020), using dialogue assessments as secondary vetting procedures eliminates cheating during a job application. Interviewers identify specific qualification claims in the resumes and require the applicants to elucidate or demonstrate their claimed capabilities. The process identifies struggling individuals who often use choreographed resumes to appear competitive. Accordingly, five candidates proceed to interview, while Dela fails due to a lack of the required education level.
Conclusion: Selected Candidate
A recruitment matrix reliably returns the best candidate to fill the open position. Judy Gray is the fitting applicant after satisfactorily passing the set vetting process. The applicant is a young scholar who dreams of lasting in a firm long enough to become a CEO. She has a bachelor’s degree in project management and is currently pursuing a Ph.D. in a related discipline. Judy is an excellent communicator with a strong work ethic and rightfully deserves the position. Jean is the second-best candidate and will fill the gap if Judy absconds the offer. Judy’s selection proves the recruitment matrix’s effectiveness in identifying outstanding talents for job offers.
References
Al-Shatti, E., & Ohana, M. (2021). Impression management and career related outcomes: A systematic literature review. Frontiers in Psychology, 12, 701694. Web.
Chong, D., & Ali, H. (2022). Literature review: Competitive strategy, competitive advantages, and marketing performance on e-commerce shopee Indonesia. Dinasti International Journal of Digital Business Management, 3(2), 299-309. Web.
Frampton, G. K., Shepherd, J., Pickett, K., Griffiths, G., & Wyatt, J. C. (2020). Digital tools for the recruitment and retention of participants in randomized controlled trials: A systematic map. Trials, 21(1), 1-23. Web.
Maurer, R. (2015). Assessing your recruiting function for compliance and best practices. SHRM. Web.
Melchers, K. G., Roulin, N., & Buehl, A. K. (2020). A review of applicant faking in selection interviews. International Journal of Selection and Assessment, 28(2), 123-142. Web.
Zeebaree, S. R., Shukur, H. M., & Hussan, B. K. (2019). Human resource management systems for enterprise organizations: A review. Periodicals of Engineering and Natural Sciences, 7(2), 660-669. Web.