Question

Mr. Kamran is thinking to start a hand sanitizer manufacturing business. As a business graduate, Mr. Kamran is well acquainted with the challenges commonly faced by new start-ups. However he lacks the knowledge and skills associated with sanitizer manufacturing business. What advise would you give to Mr. Kamran to make smart recruitment decisions, briefly explain

Answer 1

Background

From a business perspective, the new startup is always challenging and requires the best knowledge and skills in the area of business. Mr. Kamran starting to do hand sanitizer manufacturing business and he is well aware of the challenges in the segment, as a startup ecosystem. Below, are certain advice and sharing of knowledge based on making smart recruitment decisions in the sanitizer manufacturing business.

Recruitment Decisions and Scenario

The sudden outbreak of the novel coronavirus (COVID 19) virus has left a threat or damaging impact all over the world. The situation is worse, or such that even some of the developed countries are pressed, and unable to find the right cure for the virus, contain the pandemic, and control its widespread. On the background of these, the hand sanitizer manufacturing business is booming and it required constant solid plans. To efficiently manage the workforce and human resource management of the business, the manufacturing units require the right smart recruitment decisions.

The recruitment policy also has to be adjacent to the application for the collection, production, sale, stocks, exhibits, or offer the products for sale has to be made in the prescribed relevant norms as provided under the state rules. The human resource has to be acquired relevant educational qualifications based on the doctorate in medicine, quality assurance, lab technicians, research scholars, and the other relevant employees to pack, stock, and sell the sanitizers. This also categorized into skilled, unskilled, entry-level workers, and technology may require specific skills supporting the manufacturing tasks.

The whole exercise of the recruitment to process a pool of suitable candidates required based on the job descriptions, requirements, and attracts the best talents in the segment. It helps to discourage the unsuitable ones, attract suitable candidates to the role, provide the right kind of information, and project the right kind of organizational image to the public. The bridge between recruitment and hiring is called the selection criteria and decision process. So it is important to draft the right recruitment decisions to the startup. This whole decision exercise involves the starting of recruitment philosophy, recruitment planning, and strategy development to craft a plan, recruitment activities, and the final step of the recruitment evaluation. Below the major steps to consider, they are:

(a) Know what the organization (startup) is looking for, and it includes the roles, educational qualification, experience level, references, and soft skills required.
(b) Work against the biases (conscious and unconscious) and the biases can influence the decisions.
(c) Ensure to use objective-based hiring methods. It involves structured interviews, interview scorecards, and standard assessments.
(d) Make the finished evaluation plan and final list of decisions.
(e) Always make sure all the stakeholders are in the decision and recruitment agreement.

The above-mentioned recruitment and selection policies help to make the right kind of recruitment procedures. This method involves suitability of the stakeholders, consistency of the decisions (hiring and quality), legality (privacy and equal opportunity for the talents), maintain the aspects of credibility in the whole process of recruitment, and transparency to all the stakeholder’s decisions including every recruitment steps or policies.