Hiring Process

“The employee placement process consists of four activities: recruiting, selection, orientation and employee development” (Reilly, Minnick & Baack, 2011). Since we now know whom we are looking for, it is time to find the employees that best fits the areas needed. Now we have to list our job, its description, and various functions. We should also add the minimum requirement on education as well as previous training. We will now send it out to advertise for potential employee has and show them the possible positions available. After we have our close date, we will begin with forming our short list of those applicants that are a perfect fit for the job.

Recruitment is the process of attracting, screening and hiring people or a person for a job. The attracting process of recruitment is where the business advertises the available job vacancies for a period of time. Once the deadline of the advertisement has arrived, the business collects up all the CV’s from the applicants and they are all checked off against the person specification. This is where the applications are selected by the business, the selected applications are then invite by the business for an interview and from there they are able to decide whether they are suited for the job.

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.

Y o u r C a r e e r: H o w t o M a k e It H a p p e n

General terms, such as well-rounded, team-centered, organized and responsible don't help employers seek out applicants who have specific qualifications and skills that are best-suited to the job.Most job descriptions, specifically those used to solicit potential applicants, include logistical details. Information such as when the position will be available, application deadlines, resume submission guidelines and company contact information is provided. Some may list a general salary range, relocation requirements and benefits or perks if the company feels the added information helps draw eligible candidates. Part-time job descriptions list the days and hours required, and teaching or university positions specify the required months of service.

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.

When companies are hiring hundreds people per month and getting thousand resumes per position, they are using ATS systems that are helping them with the first candidate preselection. Resumes are scanned and parsed by ATS and many of these systems matching the profile with current openings based on the keywords in resume. (They could also inform candidates if the company is going to open some new position.)

They may do this by bulletin board, job websites, referrals, social media, college recruiting and newspaper. With the way the world is today it is so easy to post jobs. Just to give some example of job websites, there are Indeed, Monster, CareerBuilder and many more. Then you have your social media like Facebook, Instagram, and others. Following Recruiting we have Selection. In Selection stage we have all the candidates that have applied for the positions. This section contributes to the organization performance because if you select the best candidate for the job, then you have the best people on your team to contribute to the organization goal. HRD in this section is responsible for screening through applications and resumes. Once they have selected a few candidates they would carry them through the application process. From there they would select a number of candidates needed to complete the job. After the candidates accept the position they can now begin to work. The next key function is Training and development. In this process the new hired candidates would get trained about the company, job and what is required and expected of them. This stage would allow the candidates to know the policies and

Now the selection process takes place once someone has been recruited, in most cases a candidate must go through an extensive selection process just to be hired. The selection

The screening process will consist of examine resumes, applications and recommendation for internal applicants. This process includes fielding call or emails about the opening to ensure the company has maximize its efforts to publicize the vacancy. The process will evaluate the candidates experience, work history, education, and certification to quality the candidate to the next round.

It is difficult to choose the right candidates from the applicants who have applied for the vacancy, Screening is the most important part of the selection process. This helps to makes sure that the selected candidates are the right fit for job requirements.

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.

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.”

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