In every job you will need good communication skills. You must be able to communicate well with staff to work effectively, this also includes communicating with other businesses and organisations, or perhaps with the members of the public, in various formats. This will include face to face encounters, over the phone, e-mails and letters among other formats. Good communication skills will enable you to understand, and be clearly understood by, other people without offending the people you are talking to or confusing them. If an employer notices that you are not a good communicator hen this will have a detrimental effect on getting a job you seek, this is because he/she will think that it could have a negative effect on the companies performance.
Your personal skills are also a very important factor in determining whether or not the business recruits you. For example, you need to be responsible, have a good attitude towards work and be able to remain calm in a crisis. You should be able to show, perhaps in the form of a reference from a previous employer, that you are a good health record and that you are reliable, with all lady and gentlemanly like conduct such as being honest, polite and enthusiastic. You may need to show that you are able to work deadlines or targets. A willingness for additional training and professional development may also impress an employer. Depending on the type of work, you may need to be able to work in a team or independently, without supervision. If you do not have at least some of these attributes it will be harder for you to enter a workplace and to get a job.
In time of financial difficultly, it is expensive for employers to hire new staff and train them as this cost time and money. Recruitment costs, agency fees, and salary as well if the company gives benefits to workers, may mean that the business is unable to create a new post. In these situations they may look to promote staff from within the company. This is because it is cheaper than getting someone new. This will give the chance for an existing employee to show off what they have learnt and their potential in progressing in the company. Or the employer might be able to create a new post at a relatively low salary, this will then leave the burden on the applicant in whether or not to take the job or look somewhere else.
In order to find work that is financially rewarding and personally satisfying, it is important that you prove to your employer that your are the right person for the job. Having good interview skills will give you the edge in getting a job this is because you ca basically sell yourself and your skills. This will also demonstrate your communication skills which will be important in your working life.
The key to successful recruitment is to ensure that the criteria of suitability are overt and relevant to the job itself. Once these criteria are agreed and shared it is possible to make more rational decisions about someone's suitability for a job, based on evidence rather than ‘gut feeling’ or instinct. Effective recruitment and selection should not be about the luck of the draw. Systematic planning and preparation will increase the likelihood of taking on the right person. The key to effective recruitment is preparation: knowing the job and what is required of someone to perform it well. The costs of recruiting the wrong person can be significant. The cost of employing someone may be at least twice their salary when factors such as training, expenses and employer's contributions to their pension are added.
Incorrect assumptions about class, gender, ethnic group or physical ability, or any other type of discrimination, can cloud your objectivity in recruitment and selection. At worst this may contravene legislation that exists to protect individuals from discrimination. Other prejudices may be generated by particular organisational traditions regarding the ‘type of person’ considered suitable. However, it is important to ensure that the qualities of the successful applicant match what the organisation requires, perhaps in terms of being forward looking, customer focused or market orientated. It is easy to discriminate in the recruitment and selection process through personal responses and reactions to certain types of people. The recruiter's perception is often influenced by striking characteristics or similarities to themselves. This is called the ‘halo’ effect and can work in either a positive or negative direction (the latter is sometimes called the ‘horns’ effect). The halo effect acts as a filter to any information that contradicts first impressions. For example, someone who attended the same college or university as the recruiter would be at an advantage, while a person not wearing a suit would not be management material. It is often the case that people judge more favourably those individuals with whom they have something in common. Ultimately, you are seeking the best person for the job and any discrimination, intentional or not, may prevent you from achieving that.
by
archiekarim (student)
