RECRUITMENT and SELECTION PROCESS
Intrduction
The purpose of this paper is to define recruitment and selection process for the ‘’regular’’ staff positions which means a job that is expected to last at least 12 months that involves identifying vacancies or new positions,posting these positions, recruiting for them and selecting, hiring and promoting and transferring staff employees. There are several pieces to the recruitment and selection process such as conducting interviews,tracking applicants and reviewing them, sourcing candidates and selection for employment. These processes are all important for new and established businesses.
In order to increase efficiency in hiring and control the efficiency and also to ensure consistency and compliance in the recruitment and selection process it’s recommended the following steps to be followed. Recruitment refers to the process of finding and hiring the best qualified candidate(from within or outside of the organization) for a job opening in a timely and cost effective manner. The recruitment process includes the analyses of the recruitment of the job attracting employees to that job,screening and selecting applicants, integrating the new people to the organization. The aim of the recruitment process is always to find best candidate who applies to the free vacancy. The process starts when the company has the need of someone in a position who can handle it then it continues with attracting people who are willing to do and able to handle the people in this companies by advertisements. All recruitment and selection efforts must be coordinated through Human Resources Administrator (HRA). Human Resources provides guidance and assistance throughout the process. The proper planning and evaluation of the need lead to hiring the right person for the role and the team. When HR is done with it’s process that means when they find the true individual for the job their next step is to cooperate with the new employee. The primary responsible person is the hiring manager and the hiringg manager has the responsibility of employment decisions for compliance with the particular companys’ policy and applicable law.
Recruitment is the process of identifying that the organization needs to employ someone up to the point at which application forms for the post have arrived at the organisation. Recruitment process refers to all overall process of attracting, selecting and appointing suitable candidates for jobs either permanent or temporary jobs within the organization. Recruitment can also be a process for a particular position such as voluntary roles and unpaid traning roles.
Process
Job Analysis
In the case of creating a new position for the new job, job analysis might be undertaken of knowledge, skills , abilities, and other characteristics are required for the job. A company should already have the job descriptions that consists of descriptions of history of the particular job, a list of the jobs have done before about the subject that performed before. when everything is done person specification state should be get done in order to attract the true people. Person spefication is a profile of candidate required for the work and is submitted to the job. This process consists of length and experience of previous jobs, attitude for the job, preferences and presentability. Providing decision that will help in decision making about the type of equipment and materials to the job. The job analysis has to identify the areas which are in danger or the areas which are at the risk of anything.
Sourcing
This process consists of one ore more strategies to get the attention of the needed person or to identify candidates to fill job vacancies. It can have internal or external recruitment advertising. The internal recruitment has some possible advantages. If a person has the internal knowledge about the job that would lead to time saving on the first training times because those people will need less time to fit in the job. If a person worked with others from the organization before, the organization would be less disturbed by that person. It’s always a danger for the firm that if someone is only successful on the paper, but this fact would be unlikely to occur if the new employee is known. However there are some disadvantages of recruiting from within. For example an employee who is insider, might be less critical of the job evaluation and that directly effects the productivity and efficacy of the organization. And personal relationships within the organization might come up to surface. Promotion of one person might upset some other well worker in the company. An external recruitment can provide an opportunity to get new ideas and experiences in to the business but it has some disadvantages also. A possible disadvantage might be that a person can be better on the paper but ineffective when he/she involves to practical work.
Selection
Selection process usually refer to the hiring manager asks for feedback from human resources and other employees who interview the job candidates. They look at all the information of the new employee. They go over the description, and look for the possible answer for how they can learn about the applicants’ ability to perform the particular function. The job interview is the primary source of information about the applicants usually. The hiring manager and and human resources looks at the reference part because it is usually most effective way to learn about the applicants’ dependability, follow though, and ability to get along with coworkers. When the organization has the written application materials that would provide an insight for educational background and general written communication skills. If we need to consider recruitment and selection process, it has a big role in shaping effectiveness and performance in an organization. Because a person can be a very good employee but the same person might fail at covering your expectations. therefore it will have a negative effect on your companys’ efficacy and performance. The hiring manager wants to make an interview face-to-face . Any job seeker that doesn’t have the needed qualities and required qualifications as provided in the job posting is not an applicant and should not be considered also.
The selection process should examine job seekers who has the job qualifications such as experience, knowledge, skills and abilities just like identified in the job description and references. Various psychological tests may be used to assess a variety of KSAOs including literacy. Literacy is the ability to write and read. Assessments may also include some tests for physical abilities also.
Face-to-face Interview
It is a stage in recruitment and selection process which involves the hiring manager reviews the applications and invites the job-seeker to an interview face-to-face. the hiring manager and the job seeker usually has a conversation about the interviewer and the scheduling is generally handled by the employment specialist. After the hiring manager is done with the face-to-face interview, narrows the field of candidates from which to select for the job openning. Companies could have different interview sessions. A company might have all-day interview and in this kind of interview candidates can meet with different person each hour. Another company could have the option to have candidates to meet with key personal one day and then they invite the job seeker for the second interview to meet with some executives.
Resourcing cycle
This cycle involves the cycle process that statrs with a companys’ vacancy and ends with when the company closes the vacancy, finds the possible employee for the position. The cycle is a two way of process; the employee joins the organization and at the same time the organization seeks out an employee. When the organization finds the best person to the vacancy, that person must have all the qualifications and could be the best person especially for that particular position otherwise the other job seekers would be upset at the organization. This relationship has a big effect on future relations with the employers so they can apply for future vacancies. The organization must be done in a professional manner.
Since companies wants to reduce their costs, they are altering strategies. It’s an important aspect to know that if the company is looking for an employee only for the previous employee has left the possible strategy of a company would be consider if they can fix the positions’ work in a different ways. It can be an online worker with more less cost, or it can be a part-time worker again with less cost.
Developing position description
This stage is another important manner of the recruitment and selection process. If you have a good position description that means you have done with the core part of successful recruitment process. According to developing job description the hiring manager should identify general information, explanation of position and purpose, essential functions of the position, minimum requiretmens and preferred qualifications. General information stage should consist of the basic position and pay information and this information will be different for each position such as personal program code, working title,department name, supervisor name, department head, time codes handful time equivalent numbers of employees supervised. That can be different in some cases and could need special requirements and conditions such as background check,driver’s license.
Promotion from internal environment
The promotion policy of the organization has an important fact on recruitment process and it also has an effect on the general performance of the organization. Promotion usually occurs when the open position is above the entry level, it may be appropriate to promote someone already working for the organization. Organizations usually uses this method as a reward of a good work or longevity with the organization. Because if the other employees see their coworkers promoted they might get more aware of their own career opportunities. This method can be useful especially in a stagnant economy where employees have less chance of improving their lot by changing organizations because their only opportunity to growing their career and increased income is to move up within their current organizations.
The problem with promotion is that when someone is promoted there is still a vacancy within the company. But it is still easier to find a person for that vacancy because since the organization promoted someone with much more skilled and an internal employee, the organization needs to seek for less-skilled person and the gap is likely be at a lower level and this is why it may be easier to fill out this position.
Promotion has many advantages for motivation of the organization. Since the old employee knows all the policy of the organization, the employee can corporate culture, this employee has greater chance to get up to speed much faster than a person who is new to the organization. The promotion might have a disadvantage aspects also, for example they might lose the chance of new ideas and new experiences of the new person. Ofcourse it is hard to say which aspect it better in promotion process, none of them is better the other one. Hiring the person from outside and promotion of an old employee both have pros and cons, it always depends on the organizational policy and the type of the job.
Nepotism
Nepotism is basicaly working with one of your relatives. For example you have a secretary in you organization and she is asking you to hire her husband. If the company hires her husband just because of some internal relation based cause, that may be inappropriate and also illegal employment desicion. To avoid possible morale issues and problems such as favoritism among workers, many organizations have nepotism policies, such as those employee’s work in different areas of the organization.
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