Designing a skill matrix for the new recruits should be initiated by the HR sourcing team rather than the operations guys or some other functional section where the new recruits will be functioning after the recruitment process is over. It is important for the HR recruiters to know whom they are allowing to enter the company with what kind of skill set, after they carry out the job what they are assigned with. However, due to the skill matrix not happening at the initial stage in many of the companies and due to the fact of not tracking the skills of the resources, organisation spends lots of time and thereby money in creating a new set of skill matrix for them. If this makes sense, is there any thought that can be showered upon my today's opnion of creating a skill matrix at the initial stage of recruitment itself? Let me know...
Cheers
Jay