How can you improve your selection criteria for HR?

Imagine que você levou anos para desenvolver uma excelente cria??o de pássaros e que seu criatório tem miss?o, vis?o, valores muito bem definidos e defendidos por todos. Inclusive, com uma boa forma??o interna de talentos. Em algum momento você decide introduzir um casal de cucos: eles têm todas as competências técnicas necessárias para serem aves do criatório e ainda cantam. Dentro de algum tempo você verá lindos cuquitos nascendo e se multiplicando em sua cria??o t?o estimada; e dentro de mais algum tempo você só terá cucos. N?o é culpa do cuco a transforma??o total de seu belo aviário, esse é o comportamento da espécie e, infelizmente, seu “recrutador” n?o levou isso em considera??o ou n?o estava alinhado com a empresa.

Before you begin drafting your selection criteria, it's essential to have a clear and up-to-date understanding of the job. This includes a comprehensive grasp of the role's responsibilities, expectations, and desired outcomes. By having a thorough understanding of the job requirements, you can tailor the selection criteria to effectively evaluate candidates based on the specific skills, qualifications, and attributes needed for success in that particular position. This ensures that your criteria align closely with the job's unique demands and contributes to a more accurate and targeted selection process.

Can you hire a person with HRBP background for a rewards role? Can you hire a person with an L&D background to run payroll? Can you hire a person who has done only compliance as an HRBP Unlike the popular perception outside that HR is an HR, the world of HR is very complex. Different HR roles require different strengths and expertise and hence the criteria should be made accordingly. To do HR hiring, knowing which role will require what criteria is important and then suitable resumes should be sourced matching the criteria and skill required. As per the seniority and business context, the weight of different criteria can vary and it can be thought through basis careful judgement.

Not all selection criteria hold equal weight or significance for a particular job. It's crucial to prioritize these criteria based on their impact and contribution to both job performance and organizational objectives. Some criteria may be fundamental to success in the role, while others might be desirable but not essential. Prioritizing criteria involves assessing which qualifications, skills, or attributes are critical for effective job performance and align closely with organizational goals. This prioritization ensures that the evaluation process focuses on the most crucial aspects that directly contribute to the candidate's ability to excel in the specific position and contribute to the overall success of the organization.

The SMART framework is an acronym representing Specific, Measurable, Achievable, Relevant, and Time-bound. It provides a structured approach to writing clear, concise, and consistent selection criteria. By ensuring that criteria are specific, measurable, achievable, relevant to the job, and time-bound, the SMART framework helps create well-defined expectations for candidates and facilitates an effective and objective evaluation process during recruitment.

Selection criteria need to be defined when HR and line managers discuss the tactical plan for recruitment. The article describes the steps well, but it is not complete. I would add two things: 1/ Analysis of the person's potential to fulfil the tasks of the job, in addition to the technical qualification. This can be done by simulating business situations to see how the person reacts. 2/ Use a structured interview to check the candidate's personality (e.g. Gallup) and compare it with the company's values.

Once you have written your selection criteria, it's essential to review and validate them to ensure accuracy, appropriateness, and fairness. This involves a thorough examination of each criterion to confirm that it accurately reflects the job requirements, is relevant to the position, and is fair and unbiased. Validation ensures that your criteria effectively contribute to the identification of qualified candidates and that the selection process is equitable and transparent. Regularly reviewing and validating selection criteria is a critical step in maintaining the integrity and effectiveness of the recruitment process.

The final step in enhancing your selection criteria for HR is to communicate them effectively to the target audience. This audience includes candidates, hiring managers, and the selection panel. Clear and transparent communication is crucial to ensure that everyone involved in the hiring process understands the criteria, expectations, and evaluation process. This step helps align all stakeholders and promotes a shared understanding of the skills and qualifications sought in candidates. Effective communication contributes to a smoother and more collaborative recruitment process, ultimately leading to better-informed decisions and successful candidate selection.

In today's fast-changing world, we can't be sure what HR skills will be needed in 2, 5, or 10 years. When designing selection criteria, focus on qualities that show potential and willingness to learn, grow, and collaborate. Also look for science awareness. This is about grasping how scientific principles can enhance HR practices. It's more than just theory; it's about practical application in the workplace. In the fast-evolving workplace, staying abreast of technology trends is essential for devising contemporary HR strategies. Therefore, integrating scientific knowledge into HR not only improves efficiency but also fosters a more innovative approach to managing people.

In the dynamic landscape of HR, adaptability and cross-functional expertise are invaluable. A professional with an HRBP background might bring a strategic vision to a rewards program, leveraging their understanding of employee engagement to design compelling benefits packages and additionally enhance the organization’s policy framework. In essence, the art of HR hiring lies in recognizing the potential for skills transferability and the capacity for strategic contribution. It is about evaluating through the prism of organizational needs and the specific nuances of the role, ensuring that their expertise is both relevant and adaptable.

When it comes to improving selection criteria, consider incorporating behavioral indicators. Instead of solely focusing on qualifications and skills, include criteria that assess how candidates have demonstrated these qualities in previous roles. This shift to behavioral-based criteria provides a more concrete and practical understanding of a candidate's capabilities, enhancing the accuracy of the selection process. Additionally, it allows candidates to showcase their experiences and achievements, providing a more comprehensive view of their suitability for the position.