Recruitment Approaches to Be Used by HSS - Assignment Example

Recruitment & Staffing Proposal MEMORANDUM James Wilson, HSS CEO Carl Zack, Human resource Director HSS 1st December 2014 Subject: Proposal for new recruitment and selection methods for the senior level employees. Attached is a proposal for approaches to selection and recruitment for the senior level employees that I recommend to HSS. I have also highlighted the cost-benefit analysis of the three approaches and given a metrics the company could use to assess the effectiveness of the selection and recruitment of senior level employees. A proposal is a written follow-up to my presentation to the Board of Directors and CEO on the urgency for Human resource planning and superior strategic role that Human resource must play in the organization. Finally, the attached proposal gives my recommended approach for recruitment and selection of senior level employees. Best, Carl Zack Human resource Director HSS Recruitment approaches to be used by HSS One of the recruitment approaches that can be used is gamification. Top companies increasingly use this method, and it can help obtain quality and talented individuals into the company. It is the approach involving developing enjoyable, engaging and fun components to test skills by striking into a competitive spirit always like a game (Smith & Mazin, 2011). HSS interest is recruitment of top level employees and through gamification models, the company can benefit since there is a provision to the employer with a preview of how the senior applicant may perform or manage when doing that particular job. This is a positive outcome should the HSS company consider this recruitment approach. There are occasions when the organization hired a candidate only to find once in the job that he wasn’t okay. This approach helps solve such problems. The second approach of recruitment that human resource can adopt to help the company is employee referral programs. Reward can be used to entice willing employees in assisting the human resource achieve its aim. The final approach that the HSS human resource will apply is mobile recruitments and social networks this is another current trend in recruitment. Human resource at HSS may explore this option. It involves sourcing for suitable applicants from company’s social sites (Smith & Mazin, 2011). The company through the human resource will observe and identify events across your social networks. They will monitor responses, questions, comments and other various interactions. This can provide indications where to focus and channel social media recruitment efforts. The approach also involves engaging top candidate and identifying where your social networks are very active; involve the best applicants with valuable content such as videos, webinars and blog posts Selection approaches to be used by HSS There is three recruitment approaches that could be considered by HSS human resource in ensuring effective selection. General Mental Ability (GMA) is probably the most effective technique for selection that the human resource may apply in obtaining top level employees. The approach is effective at focusing on future performance in each task, at all job level. GMA can be assessed in various ways, from 40-minute paper and pencil tests such as the Wonderlic, to more costly online computer adaptive tests (Smith & Mazin, 2011).GMA tests require little to no customization when applied for different jobs. Furthermore, the tests are affordable, easy and quick. No special training is required to administer tests although expert guidance is normally required to build GMA testing into a company’s selection system. The second approach to effective selection that I propose as the head of HSS human resource is structured the interviews that are not standard interviews. In structured interviews, applicants for the senior positions will be asked a series of exact, preset, job-related questions while their responses to human resource are scored using exhaustive criteria always presented in a scoring standard that provides meticulous descriptions on what constitutes every rating. An “interview panel” method is often applied, where 2-3 trained managers from selected sections of the organization ask the questions then score each response separately. Immediately the interview ends; their ratings are compared to provide for the consistency or reliability. When reply is scored inconsistently, interviewers look at their rationale and come to an agreement. This approach is important as candidates for the senior positions can be examined on organizational and job specific dimensions. Scoring guides lower the impacts of individual biases from interviewing personnel. Available competencies may be integrated into structured interviews. Once a structured interview method has been created, it can be applied again and again. The final approach of section is situational judgment tests. It is an approach where there is multiple-choice equivalent to structured interviews. In situational judgment tests, senior position applicants are requested to choose ways they would respond to various hypothetical situations that are very relevant to the target job. The outcome indicates how that given applicant will conduct himself when faced with a given situation and decisions. It is a good approach too that can help the human resource in tackling current challenges of recruiting senior level employees. Cost benefits analysis Cost benefits analysis of the three recruitment approaches point to employee referral programs as the most effective followed by gamification then finally using social media. The cheapest approach to recruit is use of social media followed by employee referral programs and finally gamification. On the other hand, selection approach that is very costly is structured the interview compared to the rest of the selection methods but it is the second best section method in my view after situational judgment tests. Metrics in recruitment and selection The goal is to bring the perfect available talented individuals on board to help grow the company. It is taking steps to ensure recruiting and selection efforts reflect the standard of excellence the company seeks. Recruiting and selection metrics allows for evaluation of the tactical work every member is completing. It finally helps in identifying opportunities for removing impediments and improving inefficiencies. Time-to-hire: To gain valuable understanding of the productivity and workload of every recruiter human resource can track these metric in two ways: • Given time from search kickoff to accepted offer maybe six months. • Given number of hours spent on each requisition. Cost per hire: the company can weigh the financial investment to be made to attract and recruit incoming hires. Applicant satisfaction: Creation of a standardized survey for hires so the company can obtain feedback that will help in improving the general candidate experience in the future. Recommended approach In recommending the approach to be used in recruitment by the organization, employee referral programs stand out as the best approach applicable basing on both the cost and benefits of application of the approach. This is an effective recruitment approach to sourcing from within the HSS organization. The Human resource department will be charged with the duty of receiving suggested coworkers, family and friends from fellow workers. Although there are dependent factors that are key to successful employee referral program approach is still the best. Through it, the company can source for the best applicants. I recommend it to the organization since through it the organization can obtain quality candidates known to the members of the company who have contributed tirelessly to its success. My argument is on the fact that the approach is cheap and can benefit the company in the long run. The approach too can ensure only efficient candidates are recruited (Edenborough, 2007). The selection method that is effective to the company is situational judgment tests. My justification is tied to the fact that it is relatively cheaper to administer. The predetermined questions can best suit the company as they obtain the best candidate for that particular section. The ability of this approach to predict how applicants for senior positions will respond to complicated decisions makes the method one of the best approaches for HSS as company. Conclusion In summary, there are countless methods and approaches making good selection and recruitment decisions. However, according to decades of applied organizational research the employee referral Programs as a recruitment approach and situational judgment tests as a selection approach stands out from the rest in obtaining top level employees. The aim of any company is profit making and expansion through proper service delivery and the only way of ensuring the success of these goals is having the right team to work with(Dale & Dale, 2003). … ReferencesTop of FormBottom of FormTop of FormBottom of Form Dale, M., & Dale, M. (2003).A managers guide to recruitment & selection. London: Kogan Page. Edenborough, R. (2007). Assessment methods in recruitment, selection & performance: A managers guide to psychometric testing, interviews and assessment centres. London: Kogan Page Ltd. Smith, S. A., & Mazin, R. A. (2011).The HR answer book: An indispensable guide for managers and human resources professionals. New York: American Management Association. Read More