JD Dukes on Staffing and Recruitment

jd-dukes-staffing

JD Dukes was once a part of Key Technical, a placement and staffing firm that focuses on providing technical professionals to clients; from engineers to CAD experts, IT specialists and more. He is also considered by colleagues as an innovator in recruitment. This blog page is dedicated to JD’s areas of expertise which, apart from recruitment, also includes entrepreneurship, business development strategies, mechanical engineering, finance, and general management.

For his first post, JD talks about the staffing process and why it’s important to take your time sifting through your options before hiring one particular applicant or referral for a key position in your company.

JD Dukes talks staffing and the process of hiring

For anyone who has ever had to deal with firing an employee or co-worker, this aspect of the job isn’t the most satisfying, contrary to what others may think. There’s nothing rewarding or fulfilling about informing someone they are being let go for whatever reason. It’s particularly difficult when you’ve known the person for so long, and you know him or her to be a good person.

In some cases, an employee is being let go because of poor performance or ineptitude. This, after several attempts at helping the employee perform better at their job, and numerous reminders about poor performance. Companies do not simply let go of an employee without doing whatever they can to help the employee first.

While there is not one singular determining factor that will tell a business owner or recruitment staff if a certain applicant or referral will inevitably be lousy at their jobs, there are certain steps that one can take to minimize the risk of hiring an employee that can’t handle the position and the tasks that it entails.

First of all, it is strongly advised that you follow through with the entire recruitment process (even if the applicant is the child of your best friend, or your niece or nephew). The steps in this process were specifically included to help employers narrow down their list of applicants until they’re left with the cream of the crop, so to speak.

In a nutshell, the recruitment process involves the following:

  • Initial screening/interview
  • Written test
  • Second interview (with the employer or direct supervisor)
  • Checking of references and background (including employment history)
  • Short-listing of candidates or applicants
  • Medical or physical exam
  • Job offer (salary)
  • Signing of employment contract

You may be wondering why a medical exam comes before the job offer. Simply put, it is to ensure that the applicant you are about to hire is physically and mentally fit for the job. If the job offer comes before the medical exam, you may have to eventually reject the applicant if their medical exam yielded negative results.

As you can see, the recruitment process can be quite long and tedious, but it is your best option for preventing hiring an applicant who is unfit for the job.

If you have questions regarding this post, or you wish to send in your comments, please feel free to contact JD Dukes through this site.

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