Executive Search Agencies in HE: "You Can't Put the Genie Back in the Bottle" (original) (raw)
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based on merit and determined by assessing a candidate’s skills and knowledge against the relevant position description selection criteria supportive of a diverse workforce and consistent with equal opportunity principles, ensuring candidates are treated ethically, fairly and respectfully at all times open and transparent, while balancing the need for confidentiality, and professional, timely and responsive.
The key to the success of any business is building the right team at the right time, but the process of finding, recruiting and selecting the group who will be with the business through the journey can be one of the least planned out and executed activities, often leaving companies having to rein in headcount, or reduce burn and critical gaps in their team at a later stage. Accomplishing this task requires the ability to identify the various jobs and roles needed within the organization to meet current and future goals related to production and growth. Once identified, clear and concise job descriptions and duties will help ensure that recruitment remains streamlined and targeted. Selecting the right candidate requires identifying the necessary specific skills, knowledge and qualities. Other important parts of the selection process include conducting any necessary aptitude tests and conducting a thorough background check to ensure the potential employee meets the basic qualifications of both the position and the University. Strategicly the HR Office will facilitate various ways to reduce costs while ensuring enough staff is in place to complete all necessary job duties and responsibilities and working with the hiring managers to plan ahead lanning ahead for the loss of essential employees' skills to retirement.
The Art and Science of Recruitment
Recruitment is a managerial function to enroll manpower to augment, replenish, and reinvigorate an organization's human resource base. As the entrepreneurial efficiency and the organizational efficacy depend on the human resources, it is imperative that the recruitment be done on scientific lines in a professional mode. Sadly, though for most part, the recruitment models in most Indian organizations, especially those in the public sector, lack the needed understanding and required sensitivity to further the cause. Barring honourable exceptions, the exercise of recruitment is perceived by those involved in it as an opportunity to further their own careers by heeding to 'referrals to favour' of the powers that be. In the absence of trained professionals, well-versed in the art of interviewing and the science of evaluation, the tendency is to induct more and more 'heads' into the selection panels. Given that, it is no wonder that such exercises invariably turn out to be more of interrogations rather than interviews. To start with, in most cases, the scheduled time for the selection process is woefully short for any meaningful appraisal of the number of invitees for an interview. Besides, the exigencies of official work of various members of the committee necessitate the scheduling of interviews for various vacancies in a panoramic setting. Capping it all is the lack of punctuality in commencing the 'show' at the appointed hour, which, in turn, results in either rushing through the rigmarole or prolonging it beyond the scheduled hours. Needless to say, all this, put together, stymies the course for the candidates to showcase their case-either they do not get a fair chance equitable assessment or by the time their turn comes, they become mentally sick to be in the proper frame of mind. After a seemingly eternal waiting, the candidate receives 'the call' and what follows in the haloed chambers is only matched by what had preceded in the waiting hall-a state of anxiety. That's not all, in an exhibition of the panel's indifference towards the prospective recruits; its members don't deem it fit to reveal their identities to the candidates. It is another matter though, on that fateful occasion, it would not have made any difference to the candidate for it is humanly impossible for any to place the positions of so many biggies. Overwhelmed by the imposing setting and overawed by the overbearing attitude of the prospective employers, the candidate can be hardly at ease in their overweening company. Thus, the stage would be set for the grand inquiry for the tone and tenor of the proceedings is more akin to a cross-examination than an interactive exercise. After the preliminary enquiries regarding the candidate's family background and academic qualifications, the accent shifts to some questioning on the specifics of the subject of his study and ends up with stray attempts to elicit his awareness of the current events. Whatever, the exercise is nowhere near a plan to ascertain the attributes or a strategy to elicit the aptitudes of the candidate but is merely done on an ad hoc basis, influenced as such by the factors of time, and the initial impression of the August members develop about him. The nature of questioning and the lack of continuity in the interview make even the candidate wonder whether the session did indeed bring his best to the fore; and then it is only left for him to cross his fingers and await the verdict. Be that as it may, an interview, on the other hand, is defined as the meeting of persons face to face, especially for the purpose of conference, and for that to have any meaningful outcome, it should be dialogue oriented. Whereas the question-answer session can be a pointer to the candidate's acquaintance with a given subject, only a dialogue could reveal his degree of awareness of it. Considerable skill and tact, however, are required on the part of the interviewers, first to initiate and then to guide the dialogue in such a manner as to fathom the candidate's personality traits and his perceptive abilities. As such specialist skills are not expected to be mastered by assorted departmental heads that are inducted into the selection panel, the
Why should Organisations Govern Enterprise Search?
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