The Recruitment Process of Staffing Organization - Assignment Example

?Staffing Organization Inserts His/ Her Inserts Grade Inserts (06, 06, Outline Introduction 2. Recruitment plan 3. Communication message for application 4. Communication medium 5. Selection process 6. Assessment methods 7. Predictors for assessing KSAO’s 8. Conclusion Staffing organization. 1. Introduction. The recruitment process is one of the key areas of ensuring the success of the organization. Human resources enable the organization to attain its objectives. The process of staffing involves getting candidates and interviewing them, a process that consumes resources and time. Success is certain if the right employee for the specific work is available at the right time in the organization (Heneman et al 2011). This paper reveals a three year recruitment plan for a coffee shop with three line managers and ten coffee servers. 2. Recruitment plan. The recruitment plan will identify the store managers and coffee server’s posts and job description. For the three store managers each will be required to possess certain descriptions that suit the job description. The job description can be obtained from the current employees by enquiring their opinion on their work. The plan should consider publicizing the current posts to obtain potential applicants. The scope of publicizing may vary depending on the level of the posts. The store manager’s posts may get a nationwide coverage while the coffee servers may get a local coverage. Places where there are potential job applicants can be selected. They include websites, local newspaper, conferences and higher learning institutions. The criterion for short listing candidates is decided in line with the job description for the specified posts. According to Noe et al (2009, p. 34), implementing the criterion will be an effective way of cutting down on the number of interviews. A decision on the personnel who will conduct the interview and selection process is made in the plan. The interviewers may involve the human resource representative, employment officer and heads of department where the new recruits will work (Mathis et al 2010). The screening questions for the candidates should be decided in the recruitment plan. The questions should be relevant and related with the posts. Questions that are discriminative should be avoided. Discriminative questions consider race, marital status, disability and ethnicity. Based on the answers provided by the interviewees, the interviewers should have a plan on how to evaluate the candidate. The capabilities and personality of the candidate should be judged from the information they presented. It is determined weather employees to be hired will require training or experienced employees will be chosen. The organization can retain current employees and new recruits following the appointment by ensuring that their morale is increased. New recruits should complement the existing employees by bringing in new incentives as they share their experience. Morale can be increased if a coffee server with the knowledge is promoted to be a store manager. Rewards for work done increases the motivation of the employees and can be considered (Nkomo et al 2010). 3. Communication message for application. The communication message will give the name of the organization and their intention to obtain new employees. The organization will need three store managers and ten coffee servers. Each store manager will be in charge of activities in the given store, and will report to the director. The coffee server’s tasks will be to serve customers and will be answerable to the store manager. Each store manager will be required to possess a degree in hospitality and management studies or in a related field, with a one year experience in hospitality industry. The coffee servers will be expected to possess college education. Advertising the available posts can communicate the message to eligible candidates. The advertisements would state the name of the organization, the posts available, job description and the qualifications. The application details and deadline would be stated. The location of the available posts and job tenure should also be specified. In some cases the reward package is discussed. 4. Communication medium. It is important that the available posts are seen by the potential and qualified candidates. The local newspapers, networking sites and colleges would be appropriate for advertising posts for the coffee servers. Local newspapers will reach the large number of unemployed and qualified youths who can serve coffee. The store managers’ posts can be advertised in the website, the national newspaper, recruitment agencies, school recruiters and referrals. The website and national news paper will attract application from large areas for the management posts which require wide knowledge. Internal advertisements should precede external advertisements. Colleges are a good medium of obtaining candidates who are qualified competent and with the recommendation of their schools. The quality of applicants varies from one medium to the other (Mondy 2009, p. 11). 5. Selection process. When selecting successful candidates, all the response from the advertisements is reviewed so that short listing is done. Selection process utilizes the information presented by the applicants for selection. Applications delivered physically or via the internet are reviewed. Selection process reduces the number of candidates by choosing a few who will go for the assessment. Selection process follows the instructions and criterion indicated in the recruitment plan. When there are many applications, a scoring system is introduced. After short listing the successful applicants are invited for an interview. The interview is conducted according to the posts requirements and criterion selected. Candidates receive response a few weeks after the closure of application deadline. Advertising is a common method of attracting many applicants. A large number of applications enable the human resource management to select the best from a variety. Interviews enable employers to interact with the candidate. The candidate is able to present skills and knowledge they possess according to the job description. However, the response of application can become lengthy because of the large number of applications. Conducting one on one interview may be time consuming and challenging. 6. Assessment methods. Interviewing the candidate is one of the methods of assessment for external candidates. The interview can be in oral or inform of a test. Successful candidates invited by mail, email or telephone. The interview is conducted by more than one person, usually a panel. The questions asked will reflect the tasks for the store managers and coffee servers respectively. The interviewers relate the job description with the candidate qualifications and skills in response to the available post. The criterion included in the recruitment plan is used to arrive at the desirable candidates. The candidates are given similar questions whose response is used in the decision making of suitable candidates. The store managers selected for interview will be required to have a degree in hospitality management and have experience. The coffee servers selected must have college education and demonstrate ability to work. Experience will not be mandatory but an added advantage. The appearance of the candidates and their personality can be judged during the interview. the interview will permit the candidate to prepare and have an experience of the organization they might be joining. Interviewing many candidates can be time consuming (Ivancevich 2009, p. 11). References are also used in the assessment of the internal and external candidates. The past employers and current employers are considered. The aim is to obtain information on the performance. Current supervisors or managers are influential in recommending and nominating candidates for specified posts. At the end of the interview, interviewers notify the interviewee when they should expect the outcomes of the interview. After the interview, successful candidates are informed through a call, email or mail. Confirmation of employment is done in writing. Unsuccessful candidates may receive mail, email, a call or no response. 7. Predictors for assessing KSAO’s (Knowledge Skill Ability and Other). Predictors for assessing KSAO’s include knowledge of key hospitality requirements and understanding of the procedures coffee store. The candidates should demonstrate ability to work in a team and interact with people in a busy environment. The candidate should demonstrate willingness to take instructions and maintain a positive attitude towards correction and change in the organization. Performance of the tasks given should take the candidate considerable time and be within their scope of knowledge. Knowledge of approved code of conduct and ethics in the hospitality industry should be known by the successful candidate. The candidate should have mental ability to generate ideas and make decisions. Candidates should demonstrate skills in coordinating activities given in the job description as Heneman et al (2011) mention. Moreover, the candidate should demonstrate ability to utilize their knowledge and apply them in the work. Candidates should have interest, motivation, pleasant personality and be presentable to work in the organization. Another predictor will be certificates of excellence and participation in similar organizations in the hospitality industry. 8. Conclusion. Staffing the organization for three years consistently will contribute to the success of the organization. The three year plan will require planning where three posts for store managers and ten posts for coffee servers are filled. A job description with details of task and scope of work is written and the posts advertised. Advertisement will be made on the local newspaper, college and local network for coffee servers while the application for the store managers will be made on the website and national newspapers. The advertisement will consist of the name of the organization job description and details of each post. When the applications are received, short listing of candidates will be done and an interview will be conducted by a panelist. Candidates will be required to be able to utilize the knowledge and skills in their work. Qualified candidates will be selected. Bibliography. Heneman, H III., Judge, T., & Kammeyer-Mueller, J. (2011). Staffing Organizations (7th edition) New York: McGraw-Hill/Irwin. Ivancevich, J. (2009). Human Resource Management (11th Edition), New York: McGraw- Hill/Irwin. Mathis, R. L., & Jackson, J. H. (2010). Human Resource Management (Available Titles Coursemate), 13th edition, Ireland: South-Western College Pub. Mondy, R. W. (2009). Human Resource Management (11th Edition), New Jersey: Prentice Hall. Nkomo, S. M., Fottler, M. D., & McAfee, R. B. (2010). Human Resource Management Applications,7th edition. Ireland: South-Western College Pub. Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2009). Human Resource Management, 7th edition, New York: McGraw-Hill/Irwin. Read More