Page 273 - An Indispensible Resource for Being a Credible Activist

CHAPTER 16

JOB DESIGN, SELECTION,

AND RECRUITMENT

Have all positions within your organization been analyzed to ensure they are necessary, to
know what can be realistically done, and to determine exactly what the requirements must
be? What tools, time, and training programs are needed? Is it realistic for job applicants to
be qualified, or must we train them ourselves? Consider using inexpensive in-house devel-
oped tests collaborated on by supervisors and HR to test applicants for actual skills needed
for positions. Clear job descriptions eliminate role confusion and prevent unnecessary con-
flict and competition, which is ultimately extremely costly. See the HR Tool entitled “Sample
Form Required by HR for Position Vacancies or Newly Created Positions,” at the end of the
chapter, on pages 258–259.
Are your internal stakeholders regarding Fair Labor Standards Act (FLSA) status in
agreement before a job is even posted? Job hazard analyses must be done and safety train-
ings provided as necessary. Every injury must be a learning opportunity for prevention. All
employees must be oriented in a manner that leaves them feeling positive about working at
your company and clear about what to expect. The value of employee benefits must be
calculated so employees appreciate and maximize use of them. See the HR Tool entitled
“Sample Orientation Guide,” on pages 259–263, which is customizable for any company,
for ideas in this area.

❱❱ MISSION STATEMENT

Your HR Department should have a mission statement for your company. Here is an
example:

Our HR Department recruits skilled and knowledgeable company team members,
assesses and coordinates ongoing training for all staff, and actively contributes to a
professional and friendly customer-service based environment that serves all employees
and dependents as needed while also serving the larger workplace mission statement.

You may want to use background-checking services for various or all positions in your
company, depending on your industry, location, and budget. The HR Tool entitled “Sample
Background Checking Company Research Table,” on page 263, shows how you can present
research on only a small sampling of background screening vendors to the key decision
makers at your company.

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