“In the end, all business operations can be reduced to three words:
people, product and profits.
Unless you've got a good team, you can't do much with the other two.” Says Lee Iacocca
Employees
are one of the firm’s greatest assets. They reflect a firm’s image, personality
and level of service. In management terms, it’s called as 'HRM – Human Resource
Management' which is defined as the organizational function that deals with
issues related to people such as compensation, hiring, performance management,
organization development, safety, wellness, benefits, employee motivation,
communication, administration, and training. For an Architectural firm, whether
it is a big or small, the importance of HRM is indisputable.
To
recruit the right candidate for a right job, following are the 7 key
techniques to be considered during the recruitment process in an
architect's office:
1. Why
do we need a new Employee? Describe the Job Clearly.
You
and your team shall sit together and ask following questions before deciding
whether you really need a new employee.
- Do we really need a new candidate
or it can be incorporated into somebody else’s job?
- Do we need a part time employee,
or a full time?
- Can we outsource the work
altogether?
- Is the purpose of the job clearly
and unambiguously expressed?
- Can the individual make full use
of their skills and develop their skill base in the new job?
- Are colleagues available with whom
the candidate can discuss professional issues?
- Can the results of the candidate’s
efforts be recognized and appreciated?
- Are rewards linked directly with
the performance of the candidate?
- How effective and beneficial will
be the recruitment of this candidate to the organization?
2. Attracting
the right candidate
Candidates
are generally attracted via press advertisements, radio and television
advertisement, fliers, brochures, recruitment fairs, people's references,
vehicle displays, poster displays on notice boards in colleges and
institutions.
- Are your requirements clearly
defined in your advertisement / communication media?
- Architects are a creative breed of
people. Does your advertisement reflect the creativity of your firm?
- Are the opportunities and scope
for growth communicated to the prospective candidate?
3. Screening
Applications
Screening
the applications is one of the most important task of the recruitment process.
All applicants may not perfectly fit into the job's given requirements. But
that does not discard their abilities to perform and be suitable for the job.
You shall consider following while screening the applications:
- During the first round of
screening, set minimum parameters for applicant's eligibility for the job.
Do not expect the perfection.
- Pre-screen the candidates by
telephonic interview or through email. This saves the organization's time.
You can screen applicants with higher salary expectations as well as judge
their confidence level.
- Do not be fooled by the list of
certificates / credits. Check the ability of the candidate to perform by
taking a practical test or by interviewing.
- Even if the candidate is good for
the suitable job, consider his flexibility and ability to merge into your
firm's work-culture.
- Check at least two references of
the candidate before the final round of screening.
So meanwhile, keep reading and say yes to Architectural Management!
Further Reading: Handbook of successful recruitment and selection by Margaret Dale
Video watch on recruitment Click Here
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