Dear Editor,
The Stabroek News Editorial of 1st August commented interestingly on the need for transparent, trust-inspiring appointments and removal of public service staff/ officers and related topical issues. Because this editorial resonates with my own professional interest in Human Resource Management matters, including proper selection, promotion and termination of staff and public service officers, I am inspired to add the following comments:
- Human Resource Management leaders, professionals and practitioners who are typically responsible for the recruitment, selection and employment processes must be, like the proverbial Caesar’s wife, above suspicion of bias in matters of personal integrity, political, ethnic, gender and similar manifestations, especially given what the SN editorial referred to as “the entrenched ethno-political polarisation in the country and the willingness of any number of politicians [including others] to exploit this”.
- The entire selection process from wording of the Vacancy Ad to conduct of the Interview and Reference Checks must be based on strict, unbiased professionalism and integrity. For example, and as I have written before, the wording of the Ad must not be a slavish, bureaucratic reproduction of the Job Description/Job Specification (which are typically written for a variety of purposes). The Vacancy Ad must be a smart, concise distillation of the Job Description/Specification written in typical ‘marketing’ style aimed at attracting a large enough pool of good, viable applicants from among whom a competitive selection can be made.
- The screening/short-listing of ‘qualified’ candidates must also include consideration of the peripheral factors identified in the first bullet point above.
- The other substantive steps in the selection process (e.g. the choice of the Selection Panel, Tests (especially for jobs requiring specific skills such as writing and IT skills), Panel Interviews, Reference Checks etc) are less prone to bias and can help to bolster the credibility and acceptability of the selection decision.
While all the above might be difficult to achieve at one go, the responsible HR Management staff must be aware and sensitive to their relevance and importance while never losing sight of the primary focus of selecting the candidate(s) who undoubtedly possess the basic and paramount skills set, necessary experience, aptitude and competencies required for efficient and effective performance on the job.
Yours faithfully,
Nowrang Persaud
