Recruitment & Selection One of the most important functions of an organization's Human Resources Department is the Recruitment and Selection of qualified employees. It is important that HR selects individuals with the skills and background that precisely match the requirements of their job opening. In putting the right applicant in the right positions, HR will ensure that the new employee will quickly attain full productivity and contribute to the success of the organization. In this organization there appears to be problem with placing an applicant in a position in a timely matter. In fact, it can take over two months to place an applicant for that particular position. Once a position becomes available, a job analysis is then forwarded to HR so a job description can be posted. A job analysis establishes the requirements of the job that is being filled or created. A job analysis focuses on work activities, human behaviors, performance standards, job context, machines, tools, equipment and work aids, etc. A well-written job description will communicate the company's direction and how the employee fits into the organization. However, the problem with that is sometimes it is written too well and it scares some applicants away by the wording. Human Resources and supervisors have a job of trying to pick the "right" applicant to be interviewed. Screening tools are used to weed through the applicants such as Work Keys testing. An applicant must first pass the test for that particular position to even be considered for an interview. Scheduling the test for the position or getting set up to take the test can take anywhere from one to two weeks. The interview is the most important step in the hiring process. In my company, ... ... middle of paper ... ...lr.com/article.cfm?id-964 Ethan A. Winning (2000). The Job Description's Many Uses http://www.ewin.com/articles/jd.htm Entrepreneur.com (Oct 23, 2002). How to Write a Job Analysis and Description http://www.customphotoservices.entrepreneur.com/article/0,4621,304062,00.html Debra Woog McGinty & Nicole C. Moss (2001). What's in a Job Description? http://www.connecttwo.com/article_mirrors/job_description.html Susan Heathfield (2002). Why an Effective Job Description Makes Good Business Sense http://humanresources.about.com/library/weekly/aa080402a.htm
The result of this process is a job description “that includes the job title, a summary of the job tasks, a list of the essential tasks and responsibilities, and a description of the work context “(Burke, 2008). A job description consists of the knowledge, skills, and aptitudes necessary to do the job. A job evaluation is the process of adjudicating the comparative value of a job within a company (Burke, 2008).
a. Job analysis is a process of collecting data form determining the knowledge, skills, and abilities required to perform a job successfully and to make judgements about the job. The process of analyzing a job is used a tool for recruitment, classification, selection, training, and appraisals to name a few. Job analysis provides a current information which can be used to write job descriptions and job rankings assisting with position classification, in terms of recruitment this process provides information that is up to date for position announcements.
This case study is regarding the recruitment and selection process of the Southwood School. They focus on particular recruitment method: to advertise all teaching positions in a specialist newspaper publication called TES (Times Educational Supplement). In this publication basic advertisements were placed one time, and interested candidates were instructed to contact the school to ask for an application package which comprises all the required documents in detail to help out the candidates. Submission of the forms is to be made in relevant departments with two references within the due date.
According to Noe (2012), most experts believe that the most important human resource decision makes by a leader is deciding who to hire. Manager manages the recruitment and selection process. Selection for the best candidates for the job is very important in an organization because the performance always depends on employees, the recruiting and hiring is costly and the legal obligations like mismanaging hiring has legal consequence. The main aim of employee selection is to achieve person-job fit which is identifying the knowledge, skills, abilities (KSAs), and competencies that are central to performing the job. The objective of effective selection is to decide who the right people are, by matching individual characteristics (ability, experience, and training) with the requirements of the job (DeRue & Morgeson, 2007; Kristof -Brown, Zimmermam, & Johnson, 2005). The manager will do checking for reliability and validity of the interviewer. In PPNJ Poultry & Meat Sdn Bhd, the people who manage the recruitment and selection process is the Human Resource department or staffs.
The concern of this is which is more beneficial to, the organization, or to either the interviewer, or the interviewee?
Once the department interviews qualified candidates for the interview, they make decisions on the candidate they would like to hire. That candidate is sent back to HRM where they complete the hiring process and contact the applicant with a job offer. Having a hiring procedure as such, saves hiring managers time and costs as well as reducing liabilities that may come along with possibly hiring unqualified employees. HRM and department managers have to have a trust in each other’s role in the hiring process to be successful in finding qualified
A firm seeking to fill a vacancy has recruited a suitable pool of applicants. What characteristics should its selection process possess to ensure that the most suitable applicant is offered the job?
What is a interview? What sound a applicant do to be prepared? A interview is a meeting of people face to face usually between two or more people where questions asked by a interviewer or hiring manager. If a applicant is called for an interview you will be invited to meet with the hiring manager. There are usually 10 plus interview questions that are asked like what is your greatest strength, what is your greatest weakness, tell me about yourself, why do you want this job. Usually preparing for this questions will help a applicant be better prepared for their interview and sound professional. Researching the company and knowing what they sell or the service they provide will help the applicant better understand the questions they might be asked during the interviewing process. What applicants tend to do is talk to the other employees that are employed their and ask to go out for a informational interview for the questions they have about the
This study gives an overview about which recruitment and selection approach should be adopted in order to achieve the best practice of Human Resource Management within the organization. It is advisable for the organization to adopt internal method of recruitment which can be considered as the basis of individuals in developed and constant companies. The internal type of recruitment may provide the opportunity to alter the position of job to anyone in the Company. Internal Recruitment may construct the healthy reliability with the Company as the workers have the opportunity to alter their location after some point of time. This study directs the close links between the internal recruitment and external recruitment of a post of Dust
By the Task 2.2 comparison set forward, we can clearly state that ACI has five levels and UNILEVER has six levels of recruitment policy.
Job specifications are one of the final results of a job evaluation. The job descriptions specifically state the works, customs and responsibilities of the job holder. It also gives information about the working conditions and work place practices. Employee relationship, authorities and the tools used are also described in job specification. The recruitment team is responsible for making proper job description and specifications. The recruitment team should be aware of the job responsibilities
Job analysis refers to a process of collecting, analyzing and establishing of information about the fundamentals of jobs so as to provide the foundation for a job description and data collection for staffing, training, job evaluationand management of performance. Job analysis focuses on what job employees are anticipated to do. The reason for conducting job analysis is to determine the variations and similarities between varied jobs and achieve knowledge and needs on jobs in the organization. It is a requirement for creating a job description and work evaluation. It comprises information about the purpose and nature of the job; activities,anticipated outcomes and holder’s position in the hierarchy of the organization.
The job description outlines many different things. One examples of this is job identification information, which basically identifies the job by by stating the job title, department, and other data (Fallon & McConnell, n.d.). Another part of the job description is the job summary. The job summary just give some information about purpose of the job and could link the job to the mission statement of the company (Fallon & McConnell, n.d.). Another element is that the description will give some duties that will be expected of the person in that particular job. We will also see some job specification within the job description as well. This will include what is expected from someone on an effort and responsibility level, as well as any education requirements (Fallon & McConnell, n.d.). The description can be very valuable for many different things like weeding through employees, avoiding legal issues of discrimination, and just simply letting people know the expectation that are set for a specific job. So, to review, a job analysis is the physical studying of a job to break it down and determine all of the information needed to produce the job
Most people find that going to a job interview can be one of the most stressful events in a person’s life. For some, a job interview is vital to one’s future, therefore the outcome of the interview can be of great importance to that person’s life. However, with a few helpful steps, a job interview can be quite simple. In order to succeed at a job interview you need to: conduct research on the employer and the job opportunity, review common interview questions and prepare responses, dress for success, arrive on time for the interview and be prepared, ask questions, make good first impressions, and thank your interviewer(s) in person and by email or postal mail.
...n process is very important for an organization to hire new members, as employees need to select the right person to do the right job. Therefore, employees need to read through applicant’s document and qualifications, hence organize an interview to be more close with the applicant, to know more about the applicants, see if they are suitable for the job position. Selection process can help the employees not to make wrong decisions, this is a good opportunities to assess skills, aptitude and abilities. (John, 2007)