Great discussion around strategic planning (selecting the most qualified candidate) in keeping with the strategic direction of an organization. It has a two part process:
1- As an HR partner - You must clearly understand the culture, vision, mission of the organization and department you are recruiting for. You must also have a solid understanding of the job you are recruiting for (this is possible through a well defined job analysis) and you must also have a good understanding of the Hiring Manger's style, quirks, etc. Having a good grasp of all of this will allow you to find a candidate that will be a good 'fit' for the company and Manager.
2- Equally important is the role HR plays in screening the candidates - 'getting to know them' if you will, and how you do this is through a variety of methods that will provide you a solid understanding and insight of the candidate. Organizations/HR do this by having the candidate participate in series of 'screenings' that will give you insight to the candidate's qualifications, personality and experience (can they do what they state in their resume!!!). Screening can be conducted in a variety of ways for example; the candidate can undergo: phone interviews, panel interviews, you can also have the candidate do a sales presentation (as part of the interview if the position is a sale's position), complete a cognitive or personality assessment, and then after all that.... if the candidate is a good fit, you have the candidate undergo a background check, reference checks, and perhaps a drug test.
Why do you think a company goes through such rigor to find the best qualified candidate using the list of 'qualifiers' provided above?
Please answer in 1200 words