As Armstrong (2009, p. 515) explains it, “recruitment is the process of finding and engaging the people the organization needs. Selection is that part of the recruitment process concerned with deciding which applicants or candidates should be appointed to jobs”.
Where the HR function is large, there would typically be a HR Director within the structure that works with the other top level executives to analyse the organisation in order to determine and plan its staffing needs to achieve the long term goal and strategic aims. It is at this level where other options should be explored to determine the actual need to recruit as there may be other options for the organisation such as job redesign. The area of staffing falls within the HR function where the recruitment and selection of human resources for the organisation is carried out. On selection, Recruitment advisors are involved in developing and administering methods that enable managers to decide lawfully which candidates to select and which to reject for the given jobs.
Using three to four examples candidates will discuss the relative strengths and weaknesses of the major methods of recruitment and selection, including assessment centres, competency based recruitment, interviews and on-line recruitment. Candidates should
The recruitment process is multifaceted. Recruitment begins from the time an organization or human resources manager must determine a recruitment plan. A recruitment plan must include the avenues in which recruitment will be pursued. The recruitment process also includes shortlisting any qualified candidates from the responses, and the entire interview process (including multiple rounds of interviews). This aspect of human resources management is all about attracting the best and the brightest of candidates, convincing them that the organization is the best fit for their career aspirations, and capturing or finally hiring the candidate. This process is not only intended to fill a vacant position, but to also help build the strength of the organization overall.
The researchers have chosen the call center industries in the Philippines to best suit their subject matter about employee turnover rate and benefits. There are certain reports and data that shows the high turnover rate over call center industries locally. Turnover rate in the country’s call center has gotten so worse that it has hit 60 to 80 percent, according to the Call Center Association of the Philippines (CCAP) (AURELIO A. PENA, Davao Today March 20, 2008, http://www.gmanetwork.com/news/story/85640/news/specialreports/rp-call-centers-reel-from-world-s-highest-turnover, viewed: 8/20/2012). Globally, it is an accepted norm in the industry to have a 30 to 40 per cent turnover. Both Australia and India call centers have turnover rates of only six to 10 percent. Top government officials are alarmed that an emerging industry that has generated around 2 billion US dollars in annual revenues is reeling from a worsening turnover crisis.
To be successful, every organization needs a good performance management plan, good communication, a strong, diverse workforce and a good customer service. A good customer service is a key to open any successful business. Without a good customer service, business is easy to go down to the drain. A call center is an office receives and transforms the phone call from customers and others in and outside of an organization. The duty of a call center is to handle a consider volume of calls at the same time, to screen calls and forward them to a qualify person to handle them, and to log calls. Francie Washington receives her position as Human Resource Director at a call center organization call NetBell. This company has many problems to handle such as does not have a good performance management plan, not a good customer service skill because it takes too long to reach customer service, no diverse workforce because it hired employees through word of mouth (one employee refers another); and the only compensation bases the number of hours they are logged in. As a Human Resource Director, she has to solve the problems such as no career plan and longer time waiting but first, she needs to identify the problems and impediments of works.
"Human Resource Management advocates the devolution of people management from the Human Resource function to line management. However, research shows that this is difficult to achieve in practice (Gratton et al, 1999.) Discuss why this is the case. Indicate what can be done to ensure that line managers take responsibility for the implementation of HR policies and practices."
Under-scrutinized until the late 1990s, call centres have now got significant scholastic consideration. The astounding and managed development of call centres, stretching out far past their starting bases in the financial and telecommunications areas, has bewildered the early scepticism. The competitive advantage for the companies picked up through the combination of phone and VDU advances, giving immediate phone based client services and selling led to widespread of this phenomenon. the growing financial sector has given the UK government's modernising motivation, which expects to guarantee that, by 2002, 25% of its administrations are open electronically.
A key enabler for an organisation to have direct communication with its customers is through its call centres. As many organisations make the decision to offshore its call centre operations to countries such as India and the Philippines, due to the reduced labour and operations costs (IBISWorld). It is vital for call centres domestically to operate efficiently, maximising the efforts of a highly labour intensive industry of skilled customer service agents.
This paper explores the hiring process, specifically the complications and success of recruiting, interviewing, hiring, and training employees. Recruiting has become relatively simple in modern times due to technology and the internet. Employers are now able to post ads for job opening online for free, which can save their company money. Advertising can vastly spread a job listing to attract many potential hires to a company. School recruitment can be convenient because it allows employers to attract the best students from all over the country to work for their companies. Each method has its own strengths and weaknesses that make them appealing depending on the needs of an employer. Interviewing can be a difficult task but if done correctly, employers can weed out those who they feel do not meet their standards and keep the best of the best. The problem with some interviews is that different methods provide different results which means that using the incorrect method may accidentally weed out a perfect candidate. Actually hiring an employee is the most important part of the process and selecting the right candidate may appear to be simple, but it can be a difficult task. More and more applicants are exaggerating their credentials to get a job which makes it difficult for hiring managers to properly
Susan Ward(TB, 2016) talks about the different hiring shortcuts which are made available to new applicants which we find realistically speaking very modern and applicable to this new era of technology. Part 3 examines the different developmental stages in the recruitment process and how employers should go about it. We discuss new ways toward a better recruitment process and at the same time see the importance of incentives or perks to employees.
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).
“The call centre sector is a relatively young sector – it has emerged roughly in the past 5 to 10 years in many countries around the globe. It serves a broad range of customers in all industry sectors and offers a wide range of services. It is an important source of employment and new job creation everywhere” (David Holman, et al.,2007).
Today, HR issues such as low employee morale, absenteeism and high turnover rate are challenging for organisations and HR managers.
The recruitment and selection process refers to where organisations use various methods in order to generate a pool of candidates that are suited to the job at hand and align with the organisations goals. With technology being used and relied on by many in the business world, it is important that organisations stay relevant by implementing both web-based applications methods and scientific tests to attract the best possible people for the job. These both have their benefits and negatives when used in the recruitment and selection process, but with some modifications, they would further aid organisations to attract the best possible employees to fit into the job.