nemami.com

By Artur Victoria

It is impossible to begin recruiting or to go through the process of selecting suitable personnel unless one knows about the job to be filled. It is at this point that job analysis and job description come into the picture. Job analysis and job description mean a complete analysis of a job and a summary of the work and responsibility involved. It is possible from these to develop a job specification which stipulates the specific abilities and qualifications required of the person who is to fill the job. This is the beginning of scientific personnel management; it takes the guesswork out of hiring people and puts intelligent selection under a measure of control.

An example of poor job analysis and specification often occurs in the small office in hiring a girl. The average executive will call an agency and ask for a stenographer. A girl is sent to him. After one week of doing filing and various other jobs, the girl asks when she is going to get some stenography. The employer looks at her in a bewildered fashion and tells her, “I have a girl to do stenography.” “But,” she objects, “I thought I was hired as a stenographer!” “Yes,” he answers, “you were hired as a stenographer to answer telephones and do the filing.” He obviously does not understand the meaning of the term “stenographer.” The girl soon quits because she wishes to gain experience in her particular field. Even if she stays, the chances are that, since she does not like the work, she will not be particularly good at it. It is essential that the employer know what the girl is going to do and that he hire one to suit that specific purpose.

Recruitment means securing applicants for a particular job. Recruitment often involves nothing more than placing a sign outside the door which advertises that certain types of help are required. It may involve newspaper ads, radio or television advertising, or applications to employment agencies, including government agencies. Sometimes it involves asking present employees for recommendations or former employees to return. For trainees, colleges are often sources of supply. In many cases, it means going to union headquarters.

Selection is the next step after recruitment. Recruitment brings people to the employment office. Selection involves taking those people who seem suited for the jobs which are open. The techniques of selection are many. The crudest method of selection that still persists is the hiring of stevedores by the day for unloading ships. It is possible to see a large group of men-some not much better than vagrants, some badly in need of a bath, a shave, and a certain abstinence from strong waters for a reasonable period of time-lined up on one side of the street while the man who does the hiring stands on the other side of the street.

How is the usual girl hired in an office? The employer often has no basis for employing her except her appearance, perhaps some recommendations which she may present, and the fact that she can talk a good job. Even the filling out of an employment application may be dispensed with, and later, the employer informally gets sufficient information to make the proper income tax and social security returns.

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