Recruitment and Selection- Hrm

“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.

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 next step in the recruitment process would be to derive a job description. An initial step to this is to conduct a job analysis. A job analysis is used for collecting and summarizing information according to established guidelines. The information obtained also sets standards and performance expectations for employees assigned to these positions. Several different procedures or sources can be used in this process. Included in these are interviews, observations of the actual job, questionnaires, supervisory input, published literature, and the use of experts.

My current position requires a daily assigned tasks and answering incoming calls from HR personnel. The incoming calls require first priority with scheduling candidates for interviews that must be completed. I prioritize completion of the calls based upon their hire dates. The assigned task of background checks is completed based upon the candidates hire dates.

This report identifies and assess factors that affect an organisations approach to both attracting talent and recruitment and selection. It also identifies and explains benefits of attracting and retaining a diverse workforce, describes methods of recruitment and methods of selection.

While another recent bill (H.R.3813) recently passed through the House of Oversight and Government Reform Committee would increase the amount postal and federal employees contribute to their retirement by 1.5 percent, with the increase phased in over three years, beginning in 2013 (Guffey, 2012).

As Director of Human Resources my goals are to formalize the recruitment and selection process, establish policies regarding compensation, provide job analyses and determine descriptions for new jobs as the need arises. I anticipate that the challenge will be to lead the organization through a cultural shift away from its current recruitment and selection model and to successfully manage organizational change across a global workforce. Currently we are in the middle of a recruitment and selection campaign for two administrative assistants to support the Human Resources unit as we lead organizational change.

The purpose of this Assignment is to assess the roles that structure, management, and leadership play in administrative performance. In industry it is vital to cooperatively communicate what tasks are being accomplished and what competencies and objectives are being used in addition to the goals that are being worked on to complete for the company. Furthermore, collaborating to leadership and documenting actions provides experience in organizing, planning, leading and controlling the company offering personal wisdom and sense of achievement

In this assignment I will evaluate the recruitment and selection processes in Barnsley College and link these to business success.

The strategic approach to recruitment and selection ensures that a great emphasis is placed on employee potential and personal characteristics with staffing linked to organisation’s objectives and

Successful candidates for the position of HR Administrative Assistant must exhibit the following competencies (as stated in the job description):

Be able to use recruitment, selection and retention procedures Legislation and requirements relating to recruitment and selection: internal and external recruitment processes; selection processes including job descriptions, person specifications, interviewing, use of CVs, assessment centres; diversity issues, including legal requirements and obligations and business and ethical cases regarding diversity; legislation and requirements relating to employment, workers’ welfare and rights, health and safety, retention, succession planning

The focus of recruitment and selection has been how to match the capabilities and inclinations of potential applicants with the requirements and rewards of a given job. It can be said that recruitment and selection represent one of the most important human resource management functions which can serve as the basis for a sustainable competitive advantage over contenders. This implies that the success and even the survival of a company generally depend on the caliber of the workforce. The best prospective employees are normally identified through effective recruitment and selection processes, such as interviewing, testing, and reference checking so that the right candidates are appointed to the right roles by using fair and equitable evaluation activities. The cost of rehiring and retaining employees should signal the importance of hiring the right candidate for the right position in the first attempt (Ullah, 2010). However, it is crucial for organizations to solidify their choices by conducting reference checks since past behavior or performance can be the best indicator of future performance. Conducting reference checks may ensure that an organization finds the most qualified potential employee to match the position and to avoid costs linked with failed probation periods and poor performance. Reference checks or reports can also help an organization to gain greater insights into the potential employee 's knowledge, skills, and abilities from someone who has truly watched the

I have reviewed Alamo Waste’s recruitment, selection, and retention efforts. I have identified some weaknesses. In the recruitment process, weaknesses include using Craigslist, unemployment offices and college job boards. The internet is a very good resource for recruiting, but there are more useful and trust-worthy job sites other than Craigslist. Another weakness is that interviews are brief and the questions depend on the interviewer. The interviews should be structured and consistent (Argosy University Online, 2016).

The project report is about recruitment and selection process which is very important part of any organization.