In a pool of potential candidates, recruitment and selection is thoroughly done by the HR and the owner to find or hire the best manager as it has a direct impression on performance, cost and legal obligations. By selecting the right candidate, organization’s ability to realize their strategic objectives and future challenges management will be enhanced. Steps outlined here is an effective design for a result-driven hiring process.

Step One: Recruitment Strategy- The more candidates HR can drive into the hiring process, the more options they have for filing the manager position. Internet-based recruiting and Person-to-Person Referral will should be the best applied approach because these resources offer both the best retention and performance outcomes. Traditional recruiting (Job ads on tabloid, job fairs etc), are usually expensive but direct. Managers performance are measured when onboard.

Step 2: Administrative & Physical Indicator- Candidates experience will be considered as the system design. Candidates should also have good-looking, clean and charming appearance.

Step 3: Measurement & Assessments test- A holistic approach to our assessments will measure two key areas- (a) Personality assessments & bio-graphical data testing that measures motivation and behaviors around the manager position. (b) Problem-solving or Knowledge and ability assessments questions that gets at verbal and written communication skills or logic and numerical skills.

Step 4: Interview- Finally, this stage requires making the process more measurement driven than interpretive. A well-structured managerial interview and Owner interview is effective.

    The decision and selection of managers is mostly based on intuition. Intuition is good, but one set some standards or parameters that can result better than making a decision based on six sense.

There are paramount considerations in recruitment and selection activities:

1. Fairness in selection since demography data shows more diverse workforce.

2. Selection decisions are concerned more with behavior and attitude than matching individuals to immediate job requirements, due to the needs of multi-skilled, flexible workforce, and teamwork.

3. Strategic selection, a system that links selection processes and outcomes to organizational goals and matching flow of people to business strategies.


  • Amanda Obidike

    Ph.D (in-view)

    STEMi Makers Africa

    Amanda Obidike is passionate connecting Under-served communities to new tools and technologies. A data scientist living in Lagos, Nigeria.