How Recruitment and Socialization Ensure Companies to Have the Right People

Posted by purerecruit on September 14th, 2017

Recruitment and succession planning have one broad objective – maintaining ideal bench strength. To achieve this objective, various methods are employed by companies globally, with minor modifications or improvisations to meet local requirements. Strategic planning, retention management, and various other practices work towards the goal. Socialization is pivotal to the employee-employee and employees-employer relation. Bonding helps to keep the best talent in the company.

Keeping not just the right talent, but the team of right talent in place
Socialization helps keep the team of talent together, from the company’s perspective. Whereas, for the employee, it is a chance to prove himself or herself as the right fit. Socialization, post recruitment, is like a mini metamorphosis from a rank outsider to a team member. The new recruit, irrespective of seniority or position, needs to acclimatize and gel well with the other employees. This fosters goodwill and team spirit, contributing to better overall work atmosphere.

The recruitment – socialization cycle can be viewed as a two stage phenomenon, i.e. Recruited Member and Team Member. Though, at first glance, it may appear difficult to draw a distinction between the two stages, they are indeed distinct.

Recruited Member
Prior to the formalities of recruitment, the aspirant would try to understand the company through its digital presence and other informative content available. This is the sizing up period when the employee tries to theoretically fit himself or herself into the company. On being recruited, the new employee gets to realign his or her thoughts, and gets a clearer picture of the roles and responsibilities. The other employees also get to understand the new hire better, helping in bonding at the initial stage itself.

Member of the Team
Post induction, after a certain period of time, the new hire would have entered the comfort zone. Knowledge of the company, its policies and other employees will be near complete. Minor adjustments that need to be initiated by the employee take place during this phase, to align with the overall work culture. Issues that remain unresolved need to be identified and tackled by a pro-active and responsive management. These need to be undertaken through a combination of initiatives. Some of the programs are:

• Employee development initiatives
• Upskilling programs
• Performance recognition awards
• Adequate support mechanisms

Recruitment and socialization are two pillars that support the bench strength of businesses. It is essential that companies attach significant importance to the twin pillars to ensure that the best talent is hired and retained.

About the Author:
This article was written by Napassaorn B., The Recruitment Manager of Pure Recruitment offers professional and bespoke contingency and retained search services to all sectors of the market. They strive to be a sophisticated, reliable, and trusted consultant that can help companies to achieve business success.