Applicant Workflow Process Analysis

The recruitment and selection process can affect the efficiency and effectiveness of any organisation so it is crucial that the right person is employed for the job. The selection process also involves the image as an employer and its ability to attract quality staff. When an individual is applying for a job, he/she will need to undergo some steps.

Changing your engine oil is one of the single most important vehicle maintenance acts you can perform. Over time the oil breaks down and no longer performs its job the way it did when it was new. Your engine 's oil helps absorb heat from the engine and lubricates moving metal parts that would otherwise grind together. As you drive, the oil pump circulates oil within your engine and the oil filter catches the deposits that build up over time. The oil filter performs its own type of car maintenance by keeping the oil clean. But as the oil gets older, the number of deposits in the oil continues to build and the filter is unable to extract all of the material. When this happens, the color of the oil changes and it indicates the oil should be

The recruitment and selection process have different stage that all have to be to follow, to select the right candidates for the job vacancies.

Examine two ways that companies can recruit qualified job applicants. Determine which method may be most effective and predict how it could benefit the company when hiring new employees.

An employer “spends [an] average of $4,000 to recruit one employee” (Bersin, 2015) and “on average every corporate job opening attracts 250 resumes” (Economy, 2015). This high cost of recruitment and large amount of resumes is why it is important to have a thorough pre-screening process.

Because I was cognizant of The Department of Social Services 30 day application policy that indicates a representative has a minimum of 30 days to process an application to determine a recipient’s eligibility. The information provided pertinent data that help me assist and advocate for my client’s needs.

In looking at GSU’s hiring process, there is room for improvement. To narrow down the hiring process to a more manageable one, one must look at the entire process and the goal of hiring of the best applicant no matter how long it takes. While this is an attainable goal, GSU faces many challenges of the workforce atmosphere. So this comes into questions if speeding up the hiring process will result in the highest number of qualified applicants.

The goal of selection programs are to capitalize on individual differences in order to select the applicants who possess the greatest amount of particular characteristics that have been assess to be the most important for job success (Cascio & Aquinis, 2011). This goal can be met by utilizing a classical approach to personnel selection. The classical approach to personnel selection starts with the job analysis. From the job analysis sensitive, relevant and reliable criteria are selected on a basis of importance to describe the job specifications that represent knowledge, skills, abilities and other characteristics (KSAOs) that potential applicants are desired to have for the job (Cascio & Aquinis, 2011).

Job applicants no longer actually visit businesses to complete an application. Resumes and other documents can be uploaded and easily accessible to the Human Resource Manager. Online postings, applications, and screeners provide applicants the luxury of completing this process from their own home. Likewise, businesses are able to obtain a great deal of information and select qualified applicants for further evaluation.

Current Applicant tracking process is unorganized and has various holes that make hiring the right candidate extremely difficult. Current system is a combination of various databases that compounds the possibility of error and makes the candidate searching and selecting process extremely difficult, slow and tedious. Ford's current applicant tracking process is inconsistently defined, applied and tracked. The variability exists by hiring classification (direct hire, FCG, intern, etc) and by skill team (Finance, Product Development, Manufacturing, etc). These issues are compounded by the reliance on multiple Information Technology (IT) Systems interfaces that the Company's relies upon for applicant tracking, data reporting, and government compliance.

Selecting the right employee to fill a position is one of the most challenging decision making processes a company has to make. The ultimate goal of employee selection is to hire the candidate who is most compatible not only with the organization but for the position that they are trying to fill. In order for the candidate to be successful in a particular position, their talents and personal goals must be taken into consideration and objectives need to be utilized in order to retain qualified individuals. The most common forms of selection methods are resumes and applications but testing, interviews, reference checks, honesty tests, medical exam and drug

The hiring process includes a series of interviews. Initially, all the candidates are interviewed by a small group of staffers at the company and then a second committee reviews all the applications which include the application’s that are submitted on their own as well as interviewer feedback.

In addition, the employment process requires effective communication in terms of the messages to post via advertisements. This is because potential candidates will be attracted by the content of the messages displayed through the adverts. In light of the current technological advancements such as the Internet and social networks, human resource managers would want to utilize such channels to reach many potential candidates across the globe (Lugonja, 2011: 2). This calls for flexibility and willingness to invest in technology where adequate efforts have not been made. However, a multidimensional approach would work better since not all people can access the Internet. In a nutshell, the process of selection and recruitment involves looking for and motivating prospective employees to apply for available job posts. Being a negative process, selection entails scrutinizing the qualifications of candidates that have applied in order to choose only the best applicants for various jobs (Sharma, Khurana, & Khurana, 2009: 17).

Selection is a key responsibility for all manager and supervisors involved, rather directly or indirectly, in the hiring process of an organization. Selecting and hiring the wrong candidate can become costly to an organization. Therefore, the selection process should be handled with tedious care and precision to ensure to hire the employees right for the job. Potential candidates should be hired based on their skills, and knowledge relevant to the job. For instance, to ensure suitable hiring for vacant positions, the job description should meticulously be designed to properly reveal the skills necessary and required to perform the job specifically. Using a data-driven selection or hiring approach helps in increasing or enhancing the suitability of the hiring decisions made in companies or organizations. When the selection is based on the data obtained, it ensures that the success rate will be high because the potential candidate has been selected based on precise data, resulting in the likelihood of high performance. However, following a data-driven approach a company’s focus is on the required and mandatory skills and competencies required to perform a particular job.

The interviews and screening process must address management background. They must also demonstrate motivation to grow and learn on the job. Less attention show be paid to existing relationships for this new hiring strategy to work