News, Activities

personnel selection It is an important step that affects the success of the organization. Obtaining quality personnel, it will help the organization achieve its goals efficiently. Therefore, having a systematic and efficient selection process is essential. Today our FDI Recruitment will introduce 10 personnel selection techniques. That will help get quality workers

1.Clearly define the required qualifications and abilities.

• Job Description: Clearly defining job details. Including responsibilities Essential skills Required Qualifications and minimum experience required, such as languages ​​used, computer programs required is important of personnel selection
• Competency-Based: Focuses on evaluating abilities and behaviors necessary for work. Examples of abilities that should be assessed include the ability to solve immediate problems, the ability to work under pressure, the ability to communicate, and the ability to work as a team.
• Cultural Fit: Consider whether the applicant is a good fit for the organization’s culture. Observed from the interview writing a resume or a personality test to see if the applicant has values ​​and attitudes towards the organization

2.Use a variety of recruiting channels to select personnel.

• Social Media: Use social media platforms to publish job announcements. In addition to LinkedIn, you can also use Facebook, Instagram, or other platforms. that are related to the target group as well
• Job Board: Post job announcements on job search websites. By choosing a job search website
  that is appropriate for the job position and target group, such as JobThai, JobsDB.
• Employee Referral: Ask for help from current employees in referring personnel to work. By specifying rewards for employees who recommend applicants. and passed the recruitment
• Campus Recruitment: Go into campus recruitment to find new graduates. or organize seminar activities on campus

3.Check history and documents carefully.

• Educational Qualification: Verify the validity of the educational qualification.
• Work Experience: Check work history and references.
• Other documents: Check relevant documents such as certificate of conduct, driver’s license, professional license (if any).

4.In-depth interview

• Open questions: Create an atmosphere for applicants to express their opinions and abilities, such as “What experiences do you have that made you interested in this position?” “What qualities do you think are appropriate for this position?”
• STAR Technique: Ask about the situation (Situation), the work performed (Task), the action performed (Action) and the results (Result). Sample questions. “Tell me about a situation where you faced a difficult problem and how you solved it?”
• Behavioral Interview: Ask about past behavior to predict future behavior. For example, “Tell me about the last time you were working as a team and had a conflict. How did you handle that situation?”

5.Test your abilities

• Knowledge Test: Test your knowledge and abilities in work-related areas.
• Skills test: Test specific skills, such as computer skills. communication skills
• Personality Test: Assess personality and fit with organizational culture.

6.Check references

• Contact References: Contact the applicant’s references for more information.
• Verify information: Verify the correctness of the information received from references.

7.Let applicants try work.

• Trial Period: Allows applicants to try real work for a period of time.
• Assessment Center: Organize activities to assess applicants’ abilities and behavior.

8.Create a friendly atmosphere.

• Communicate openly: Communicate information about the organization and position clearly.
• Answer questions: Answer applicants’ questions honestly.
• Express gratitude: Express gratitude to all applicants.

9. Decide together

• Selection Team: Together they decide on the most suitable candidates. Set clear criteria for judging such as knowledge, ability, experience, skills, and personality.
• Several factors are considered: Based on interview results, test results, and other information. Related
• Scoring: Score each candidate based on a set of criteria.
• Consultation: Consult with the selection team to reach a conclusion.

10.Contact the applicant

• Notification of Results: Official notification of selection results to applicants.
• Build relationships: Build good relationships with applicants even if they are not selected, such as informing them that if there is a suitable position they will contact them again.

Additional things to consider when selecting personnel:

• Diversity: Promote diversity in the organization. It considers applicants from a variety of backgrounds and cultures.
• Prevent discrimination: Avoid asking questions related to race, gender, religion, or age.
• Labor Laws: Comply with labor laws related to employment.
• Technology: Use modern recruiting tools such as an Applicant Tracking System (ATS).

personnel selection Good takes time and effort. But if done correctly It will help the organization get quality personnel and work efficiently. This will have a positive impact on the long-term growth and success of the organization.

 

FDI Recruitment
📧 E-mail : infojob@fdirecruit.co.th
🔎 Line@ : @jobfdi (https://line.me/R/ti/p/%40jobfdi)
📞 Phone : 02 642 6866
🌐 www.fdirecrit.co.th