Human resources (HR) is the department of a business or organization that deals with the payroll, benefits, hiring, firing, and keeping up to date with state and federal tax laws, administration, and training of personnel. It is a critical component of employee well-being in any business, no matter how small. Before anyone gets a job, they have to go through the human resources department. The first step towards the job is to set up an interview. But, what really happens behind the scenes when we apply for a job? “Many employers start filling vacancies below the executive level by using a team of recruiters or human-resources personnel to weed out applications that fail to meet a job's basic qualifications” (Needleman, 2010). After applicants are selected to go on to the next steps, it varies because there are some patterns. For example, some application reviewers critique every single application that comes in their office, while others do not. Some consider the applicant based on cover letters in their evaluations and those who ignore them. Career expert suggested that to make a mistake on the side of caution. It is important to carefully submit a handwritten cover letter with keywords. The cover letter must have qualifications which can be found in the job posting. Most of the applicants are anxious on their application results. One should expect to wait from a several days to a few weeks before receiving a response. If you are worried that your application did not arrive due to incorrect address or post office’s mix-up, you should wait for five days and call the employer for confirmation. This advice is suggested by J.T. O’Donnell, a career strategist in North Hampton. In addition, “Use the opportunity to inquire if there are... ... middle of paper ... ...ome people lie on their resume. It is good to test the applicants to see if they really have the skills. Lastly, as a hiring manager, you should include others because “having the final candidate’s interview with others in the company, especially those with whom they will most interact if hired into the position provides additional perspectives I might not have seen. Those additional perspectives greatly increase the odds of finding the best candidates” (Quast, 2012). The hiring process in the human resources industry can be complicated. Personally, I have been through all these processes while finding a job. I had phone interviews before going in for the “real interview” at the HR office. It took about a week for them to get to me after I turned in my application. I learned more thorough interview process from those articles and learned some process I did not know.
The two positions that I am responsible for hiring for are a Director of Food and Beverage and a Receptionist for an upscale lobby restaurant. The basic process of hiring can be applied to both of these job openings. Frist, I would analyze the positions,
Companies have the never-ending task of interviewing, choosing and hiring employees. However, regardless of the repetitiveness and skill of a company's human resources department, choosing the right individual for a job is immensely challenging. Making the wrong decision can also be pricely (Small business, 2011). The employee selection process usually involves notification or advertising, analysing, screening, interviewing, testing then selecting the best applicable candidate. The employee selection process generally begins with a manager or boss commissioning human resources to fill a new or unfilled position. The manager must first decide what qualifications she desires in a job candidate. Review resumes and match each candidate's background to the job demands (Siop, 2012). Companies sometimes get hundreds of CVs for an ad. However, human resources may only examine a half dozen. During dreadful economic stages, a number of candidates may have an education and experience that exceed the qualifications for the job. The employment selection process may actually include a screening interview, notably if a job candidate lives out of town. Human resources will usually perform the screening interview over the telephone. A telephone interview also helps a company determine if the candidate has the necessary qualifications to warrant flying him in for an interview. The employee selection case can also
Tip From The Coach: In addition to the in-person interview, consider the use of written tests and/or assessments to aid in your hiring process. This is key to hiring top people and will help to establish performance standards when hiring new employees.
Human Resources (HR) has been constantly evolving due to technological innovations, tough competition and rapid growth of globalization. The Knowledge Age of 21 century demonstrates the significant shift in strategies and methods have been used by HR professionals to efficiently manage personnel in the organization. Such change leads to acknowledgement of the true value of employee based on their ability and potential to excel. “Knowledge Age worker-citizens need to be able to locate, assess, and represent new information quickly. They need to be able to communicate this to others, and to be able to work productively in collaborations with others. They need to be adaptable, creative and innovative, and to be able to understand things at a ‘systems’ or big picture’ level” (NZCER, 2013, p.1).
By starting here, it allows you to collect information about the job which should bring great results in the staffing process. This also helps us to identify what kind of people to hire for the position. Our HR specialist or managers usually collect the different types of information needed for the job analysis. They will observe and analyze the job and develop descriptions and specifications for a particular position. The Human Resource Specialist will include the seasoned managers, and they will fill out questionnaires listing the subordinate’s activities. They will review and verify the job analyst’s conclusions regarding the job activities and
It is the responsibility of the human resources department to ensure that the organisation recruits the correct staff and that the staffs are trained to ensure that the business meets its aims and annual targets. Our function is absolutely central to the success of the business. Sometimes in human resources there has to be disciplinary for staff and termination of contracts. What is important is that all staff members are treated fairly and in line with company policy. The Human Resources Department are responsible for four main functions: Ø Human Resources Planning Ø Recruitment and Selection Ø Training and Development Ø Performance Management.
A few weeks went by and I made my decision and hired the 15 applicants who I felt where best suited for the job opening, so I hired those applicants and let them know the job would start June 15th. I was elated each applicant I choice accepted the job offer as long as they met a few more qualifications. The applicants would have to pass a series of physicals and a drug test to start orientation on the 15th of June. All applicants where excited and they accepted the offer. I set up files for the new applicants and turned the files over to ABC, Inc. human resource department. The Human resource department job was to assist me with setting up a training schedule, orientation, manuals, policy booklets and other issues that I may come across.
The main objective of hiring process is to select the best fit candidate for the company and for the job role under consideration. HR team and firm incorporates various tools, training and methods for the same but then also there are cases when firm hires the wrong candidate which could be attributed to any one of the following :
According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding
HR is responsible for making sure that potential candidates go through an application screening, testing and credit check before they are hired. It is important to make sure that the right candidates are hired by using the most cost effective testing tools to determine application, interview and references to determine if their are the right candidate.
I work for a large global IT company that employs about 325,000 individuals worldwide. The hiring process is cumbersome at best; it can take up to six months to get an open position filled. The human resources department has gone though a transformation; similar to a call center, a ticket is opened and a representative is randomly assigned to the hiring manager. Job descriptions are very general, and do not adequately describe the specific duties of a position. Over-booked HR representatives work with the hiring managers and do their best to understand the job requirements, and screen candidates. After the pre-screening step the hiring process is generally the responsibility of the hiring manager. Although I’ve never hired anyone at my current company I understand quite frequently the qualifications of the pre-screened candidates do not match the hiring manager’s criteria. Because we are a global company many interviews are conducted over the phone line. Lack of in-person interviews makes communications reliant solely on verbal cues. According to glassdoor.com, a website that rates companies via anonymous input from employees and candidates the human resource department doesn’t always tell interviewees of the outcome. Eventually they just assume they didn’t get the job. Even if the candidates land the job they sometimes turn it down because it took such a long time to get an offer, and have been hired by competitors (glassdoor inc., 2011). The employment process at my company is not the most pleasant for candidates as well as hiring managers. The process takes a long time, and quite frequently human resources are unable to take the time to understand the job requirements or follow up with candidates after the fact. ...
Recruitment and selection process are important and essential in the human resource management. Human resource management is a functional process that focuses on the management and recruitment of workers in an organization, also giving directions to workers in the organization. The purpose of recruitment and selection process are helping an organization to find the right person for the right position in a job, employees can know which person is suitable and needed in that specific position through the recruitment and selection process. Recruitment and selection process are about how an organization hire and choose workers during this process, employees are going to choose the most suitable workers and organize the most suitable work for them. (Gedaliahui & Shay, 1999)
The Importance of the Human Resource Function Human resources are the backbone of any business. It deals with the most important resource in the business – people. For any business to achieve its objectives they must plan their resources and one of their key resource is people. They need to get the right people and develop. them well in order to meet the organisation’s aims successfully.
Once the business has received all of the applications from the candidates that have applied for the job vacancy which was being advertised