HRM: Recruitment and Selection Process

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.

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

1 Understand the Impact of both the law and organisational procedures on the process of recruitment and selection

The recruitment and hiring processes at the two institutions are complex and they revolve around a series of elements, such as the identification of the minimum qualifications, the selection processes, the written examination, the oral boards, the investigation of the character and background, the polygraph examination or the psychological assessment. The table below summarizes the recruitment and hiring methods at the two institutions in a comparative manner.

Suitability for a job is typically assessed by looking for skills, e.g. communication skills, typing skills, computer skills. Evidence for skills required for a job may be provided in the form of qualifications (educational or professional), experience in a job requiring the relevant skills or the testimony of references. Employment agencies may also give computerized tests to assess an individual's "off-hand" knowledge of software packages or typing skills. At a more basic level written tests may be given to assess numeracy and literacy. A candidate may also be assessed on the basis of an interview. Sometimes candidates will be requested to provide a résumé (also known as a CV) or to complete an application form to provide this

Interviews - This is often the second step in a selection process, it is often used after a group of applicants have been short listed and allows the recruiter or hiring manager an opportunity to ask further questions about an applicants experience and get a feel for their personality, and fit into the organisation and role.

Selection: screening applications; drawing up short lists with relevant colleagues; organising interviews; organising any pre-screening tests (health and/or psychometrics); organising interview rooms; conducting face-to-face and/or telephone interviews with an interview panel; writing employment offer letters/rejection letters; making internal appointments

Preliminary screening is the first way of screening is the applications or resumes determining which applicants to

This was done to minimise the number of qualified applicants dropping out of the process due to securing other employment. At this stage of the R& S process the interview will be used to assist in selecting the best qualified candidates to fill the two positions for the administrative assistant job. The interview will serve to assess the “associated behaviours that are required for successful job performance.” (Public Service Commission of Canada) To further remove personal bias I have opted to use a selection committee during this process. A local HR manager was chosen to assist with the selection process as he will work closely with the successful new hire. Several applications and resumes were reviewed and screened to exclude candidates who did not meet the minimum educational requirements and experience established for the administrative assistant job. The list of candidates that remained from our pool who met the minimum qualifications (MQ) necessary for "minimally acceptable performance" for the job. To further reduce the list of candidates to move to the assessment phase of the selection process I contacted each applicant to conduct a brief telephone interview to discuss their application. Those who were successful in the preliminary interview round were short- listed and invited for an in-depth interview with our selection committee to determine if their qualifications and the requirements of the job were

Organisations are required to comply with legal requirements pertaining to recruitment and selection and HR professionals should have an in depth knowledge of employment law and an understanding of why these practices need to be observed, not only in mitigating potential risk to the business but also to improve the effectiveness of recruitment processes, enhancing the employer brand. Key areas include:

Internal recruitment can be done relatively cheaply and quickly; the vacancy can be advertised through staff notice boards, company intranet or company-wide emails.

Recruitment and selection process held an important role for building a strong sales force performance. This process requires the company to invest through human capital as an important resource. The objective of this process is searching for qualified candidates to fulfil the right positions and hopes that they can make long-run returns for the company. Even though there is no right or wrong way how the company chooses the right candidates for certain positions, every single step in recruiting and selecting candidates should be taken carefully in order to get the right person in the right position.

Firstly, recruitment is the process of searching for candidates who will be qualified to meet the desired positions in the company. Figure 1.1 shows the four step process in recruiting potential prospects into any company. This process will determine the best means of hiring qualified employees. “Its purpose is to ensure that the required number of applicants with the required skills is generated at minimum possible cost; to eliminate poorly qualified candidates, thus improving the success rate of the selection process; and to help the firm meet its employment equity goals by attracting a diverse applicant pool.”

In the present time, Organization’s most important assets are its people i.e. Employees. These employees are the foundation on which the organization stands strong; without the human power to perform certain tasks, to produce, to operate, to analyze, etc no organization can live. Although the modern technologies have made a lot things much easier but nothing can replace the significance of the Human Resources. Therefore, Hiring is a very challenging, time consuming and costly function of the company. But what’s even harder – especially in today’s chaotic economic situation is, “Making the right Hire”.

Once applicants with realistic job expectations are recruited the actual selection process starts. Selection is the process of choosing from a group of applicants the individual best suited for a particular position and organization (Mony, Noe & Premeaux, 2002, p. 175). The recruitment process is very important for this because