Know It All About The Top 8 Functions Of Staffing


Every leader manages the same thing, no matter what type of business they are in.

The process of personnel short-listing, screening, and recruiting undertaken within an organization or business to fill job openings is known as staffing. Essentially, staffing aims to assist a job seeker in finding a job while also assisting a firm in finding a quality candidate for an open position.

Staffing (and keeping) in a company is a never-ending cycle with a lot of moving elements. To comprehend the duty of employee management, you must first comprehend the functions of staffing and how each stage influences your organization and the people who make it up. So, keep reading forward to know all the eight functions of staffing: 

  • Manpower Planning
  • Recruitment 
  • Selection 
  • Workforce Orientation 
  • Training and Development 
  • Performance Appraisal 
  • Compensation 
  • Promotion 

Manpower Planning

It may seem self-evident, but the first step in the staffing process is determining what positions are needed and the types of people who are most suited for each position. Job descriptions are inadequately defined as a result of poorly established corporate structures. Nobody wants to deal with a never-ending list of "no one's job" responsibilities.

Before you start looking for individuals, it's critical to understand your company's requirements. This is especially true for fledgling firms, but this process will continue throughout the company's life as it evolves and changes to suit customers' needs in an ever-changing world.


It's important to start looking for as many qualified individuals as possible after your company's or department's hiring needs have been identified. This is frequently accomplished through job advertisements on the internet, job fairs, staffing agencies, or word of mouth.

A well-written job description and a thorough understanding of the education, experience, and personality traits required for each place will go a long way toward attracting qualified candidates.


The selection process begins now, as you have a pool of applications to pick from. This process normally includes checking the candidates' written applications and resumes to see who qualifies, at least on paper.

Interviews are the obvious next step, and they are normally performed by the supervisor who will be in charge of the final selection, either over the phone call or in person. Make sure you're not wasting time by conducting too many rounds of interviews. If the supervisor is knowledgeable about the role and has experience managing people, they should be able to make the best judgment possible.

Workforce Orientation

It's critical to get a new hire up to speed on business regulations, procedures, and culture as soon as possible. If this phase is skipped, the business may experience a loss in production, and the new employee may feel disoriented.

Never underestimate the difficulty of starting a new job and meeting dozens of new individuals in one day. A well-thought-out onboarding process can make this shift go more smoothly, resulting in a happy employee and a seamless integration into the firm.

Training And Development

Employees are not cogs in a machine, as a smart manager understands. Assigning a job with no intentions is not beneficial for the company or the employee.

Additional training and skill development should be available for each position. It is impossible to emphasize the importance of staff morale in this regard. Even if people are happy with their current employment, they work harder and stay happier if they feel they're on their way to achieving something greater.

Performance Appraisal

Managers should know what measures they'll use to decide whether an employee is performing a good job from the start. When an employee is hired, these important parameters should be given.

Creating and maintaining a clear set of performance criteria is critical for official employee assessments and their ability to assess their own performance regularly.


You must compensate your staff fairly by conducting market research unless you want to be running a training program for your competition. This, of course, will differ depending on where you are. While the ideal employee enjoys their work, all employees need to feel valued and cared for by their employers.

Employee salary should increase to reflect their worth to the organization, just as their job description should adapt to use their growing talents. This should be on every manager's mind, not only as a formality at the end of the year.


It's an uncommon employee that wants to stay in the same job for the rest of their career. You should always have an eye on the future as you create training programs and build your talents. Employers should analyze which job route a worker appears to be best suited for.

You may avoid the feared problem of an overqualified, disgruntled employee whose job has expanded into something you won't be able to replace if you keep promotion in mind. It's far preferable to have those following stages in mind than to "job bloat" an employee's training and job description.

A Never-Ending Process

The process of staffing for a business is ongoing. Employees will arrive and depart. Some individuals will be promoted. The company's demands will vary over time, necessitating the creation of new positions and the elimination of others. You can alleviate continuous tension and keep your workers happy and moving forward by remembering the nature of this continuing process and cooperating with a staffing firm like E-Global Soft Service.

Please get in contact with us right now to get started! We'll assist you in navigating and completing all aspects of staffing, as well as other tasks, and ensure that your company includes a vibrant, trustworthy team.

Managing all facets of the hiring process via emails and spreadsheets is inefficient. Project management tools are an excellent alternative if you recruit in small batches. Tools like Trello, for example, allow you to view the hiring process as a series of steps and assign jobs to your hiring team.

Consider investing in an applicant tracking system if you recruit frequently and manage various hiring teams (ATS.) An ATS gives you a complete picture of every phase of the process and the activities and feedback of each team member.

According to a recent poll conducted by the Society of Human Resource Management (SHRM), the average cost per recruit is approximately $4,100.

Several factors, however, may have an impact on each company's average. The cost per hire, for example, is determined by the number of people hired. The lower your cost per employee is, the more individuals you hire. Because some fixed expenditures can be spread out over a larger number of jobs, this is a good option. Furthermore, some professions and industries (for example, engineering) take longer to fill, resulting in higher expenses per hiring as a result of the accumulated costs.

A good benchmark is between $3,000 to $5,000, depending on the organization's size and industry.

It is standard procedure to send a message to acknowledge a candidate's application. Using your Applicant Tracking System's built-in email templates, you can effortlessly send a simple bulk rejection email to any job candidates you dismiss.

Applicants' interaction with the hiring team is limited before they meet with the hiring manager for a formal interview. As a result, it's unlikely that you'll need to personalize your rejection message. Send a quick email to inform them that they will not be proceeding. Tell them how long their resume will be kept on file and urge them to apply for future openings.

The hiring process has a significant impact on how candidates perceive your firm. There are several aspects to a candidate's experience:

Contact potential candidates: One of the most prevalent candidate complaints is that they never hear back from the companies they applied to or interviewed. Candidates want to know how their applications are progressing and how the recruiting process is going.

Maintaining consistency in the role: Candidates frequently progress through the employment process only to discover that the position is not advertised. Companies should appropriately characterize the role (e.g., location, title.)

Candidates are well-treated: Small details matter to candidates, such as short wait times in a company's lobby, clear directions to the building, and being offered a glass of water before their interview begins.

Providing an insight into the working environment at your organization: Candidates evaluate your organization during the hiring process. They want to meet hiring managers and recruiters who are well-informed, friendly and project a positive image of their company. To ensure that candidates have a positive experience applying to your company, address all of these elements.

In most cases, the most competent applicants are no longer on the market after ten days. An executive candidate may be on the market for less than ten days if they are more likely to be sourced or receive many offers.

However, keep in mind that passive candidates, who are usually already employed, make up a significant market share. You will be able to fill some roles faster if you reach out to them and create relationships. And, according to a recent LinkedIn poll, nearly all of them want to hear from a recruiter.