Selecting the right employees and placing them in the right positions within the company is a key HR function and is vital to a company’s success. Companies should devote as much care and attention to this “soft” issue as they do to financial planning because errors will have financial impact and adverse effects on a company’s strategy.
Our practices and process include:
Create a good job description benefits the employer and the applicant
Company culture is beneficial in selecting new employees
Personnel testing – advantages and disadvantages
Special considerations in international staffing and placement
We have made successful placements in key positions in companies abroad, and they are:
01 Company: DHI Telecom, Houston, US and Kinshasa, Democatic Republic of Congo, Africa.
Finance Manager – placed Mr. Chetan Shah
The position required specialization in international finance matters.
The job description helped us identify five candidates that qualify for the job. We conducted in depth and multiple interviews that helped us select two candidates that were recommended to the company. The company selected Mr. Chetan Shah 3 years ago. Mr. Chetan has added tremendous value to the company.
02 Company: CENTRE MEDICAL DE BOTOUR, Kinshasa, Democratic Republic ofCongo
Medical Director – placed Dr. Moshin Ansari
The position required specialisation in Internal Medicine and expertise in treating Corona – 19 patients.
We conducted an exhaustive search and identified six highly qualified candidates and referred them to the Hospital leaders. The Hospital leaders selected and appointed Dr. Moshin Ansari one year ago. We have learned that Dr. Moshin Ansari has made significant contribution to the hospital in terms of implementing positive changes in medical care and gained respect by his patients and business doubled in monetary form to the management.
Similarly, we have placed CEOs and other leaders in various companies in US, Africa, Portugal and India.
Our Key Best Practices:
Effective selection and placement means finding and hiring the right employees for your organization and then putting them into the jobs for which they are best suited. Providing an accurate and complete job description is a key step in the selection process. An important determination is whether the candidate’s personality is a good fit for the company’s culture.
Interviewing is a common selection method. Situational interviews ask candidates to describe how they handled specific situations in the past (experience-based situational interviews) and how they would handle hypothetical questions in the future (future-oriented situational interviews.)
Other selection tools include cognitive tests, personality inventories, and behavioral traits assessments. Specific personalities may be best suited for positions that require sales, teamwork, or entrepreneurship, respectively. In our increasingly global economy, managers need to decide between using expatriates or hiring locals when staffing international locations.
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