Hiring managers often try to attract a large pool of potential candidates in order to employ the best. The case in Uganda is no different. The Ugandan recruitment selection process is almost the same everywhere. Employers go through the right procedure to ensure that their organizations get the best of employees.
What is Recruitment and Selection?
Recruitment refers to the overall process of attracting, choosing and employing appropriate candidates for jobs within an organization. Selection is also the process of choosing from applicants, a suitable candidate to fill a position. The selection process is different from the recruitment process, yet they work together.
This is because having obtained a good pool of applicants, which will have been the result of an effective recruitment process, the task of shortlisting candidates takes place, and ends when an applicant has been selected and an offer of employment has been accepted.
At times, there is an eagerness to just employ hastily, mainly where the absence of a role has a negative effect on existing staff or operations. Although it might seem cool, recruiting the right talent, at the right time and at the right place takes skill and practice. But more importantly, it takes strategic planning.
However, an effective recruitment selection in Uganda educates that time should not be a restriction to finding the right candidate. For you not to rush an appointment which you may regret later, just stick to the Ugandan good practice in recruitment and selection. This will help to prevent any future negative circumstances.
The personnel recruitment and selection for Ugandans help employers to get the best anytime. Once they follow the recruitment and selection practices, they are able to increase their scope and attract more candidates.
In order to increase effectiveness in the recruitment selection process, there is the need to ensure consistency and compliance. The introduction of recruitment and selection in Uganda also helps to achieve the aforementioned purpose.
Steps in the Recruitment Selection Process in Uganda
The first step is to identify a vacancy and assess the need. The recruitment selection process provides opportunities to sectors in an organization to look for vacant positions in the organization. There can be a need to create a position or an existing one may be vacant.
The second step is for you to draft a job Position description. Describing a position is the basis of a successful recruitment selection process. It can help in developing interview questions and evaluation questions.
A well-written position describes clearly, the qualifications and responsibilities to attract the best pool of candidates. This also provides an opportunity to clearly articulate the value offer for the role.
Again, it serves as records to help prevent, or defend against discrimination complaints by providing written evidence that employment decisions were based on rational business needs. The recruitment and selection in business in Uganda is such that, hiring managers are able to state specific duties and responsibilities in their job advertisements.
They are able to identify the minimum requirement for the job as well as essential functions.
The next stage is the development of recruitment Plan. An individual position requires a standard recruitment plan which is acceptable by the organizational unit. A well-structured recruitment selection process maps out the approach for attracting and hiring the best-qualified candidate. This helps to ensure a pool of applicants that include all people indiscriminately.
In addition to the position’s goals, the plan contains advertising channels to assist in achieving targets. The recruitment plan is typically developed by the hiring manager in conjunction with the organization’s departmental Human Resource Coordinator. The recruitment plan elements include resume collection, additional advertising resources, and posting periods.
The fourth stage is the interview stage. In this stage of the recruitment selection process, the hiring manager reviews the applications, resumes and the employment details at their disposal. The hiring manager invites the applicant for an interview. Thus, face-to-face communication about the interview and scheduling is generally controlled by the employment specialist.
This is to ensure that all qualified applicants receive the same time for the interview. After interviewing the applicant, the hiring manager further narrows the field of candidates from which to select for the job opening. In many companies in Uganda, there is an additional information.
At times, the employment specialist will prepare the applicant for the face-to-face interview. It can be an interview with the same hiring manager or perhaps a panel of interviewers.
The last stage of the recruitment process is extending an Employment Offer. Once the hiring manager decides which candidate is most suitable for the job vacancy, then it is time to inform the candidate of pre-employment matters. These include background inquiries, previous company, and if applicable, licensing information.
When recruiting for positions where you get to negotiate the terms and conditions of employment, remuneration, and benefits, then a draft employment offer may change hands from the candidate to the employer until the parties reach an agreement. An employment offer should always be in writing to document the terms of your agreement with your prospective employee.