Hiring Process for a New Office - Coursework Example

Hiring Process for a New Office Introduction Hiring the right kind of employees is essential for the success of any organization. Human resource professional spend a lot of time figuring out the right personnel to hire because of the importance of new employee to the organization and the increasing cost of rehiring. In this paper, recruitment plan for a new office will be presented which will include all the necessary steps involved in recruiting staff at the new office. The number and types of position required in the office will be discussed alongside with educational and experiential requirements for all positions. Different selection devices will also be discussed in the paper. Number and Type of Positions The number of positions required for the new office will be 9 in total. From these 9 positions, 6 will be operational level positions and 3 will be managerial level positions. The new office will need a manager, an assistant manager, and business development executive. The new office will also require 4 sales executive, a logistics support executive, and a customer service representative. All these positions will have different educational requirements as well. For the post of manager all applicants must have a 5 to 6 years experience with MBA or Masters Degree in management. For the post of assistant manager all applicants must have a 2 to 3 years experience with MBA or Masters Degree in management. Business development executive and customer service representative must both have at least Bachelors degree and experience of 2 to 3 years in their respective fields. Logistics support executive must have a high school degree and 1 to 2 years of relevant experience. All sales staff must have a diploma or Bachelors degree in Business administration and experience of 2 years in relevant field. Legal Statues Affecting the Selection and Hiring of Employees There are many legal statues that can affect the selection and hiring of employees. It is essential for any human resource specialist to take these legal statues in due consideration when mapping out the recruitment process for any firm. For example, employers cannot ask information regarding ethnicity, race, complexion, age etc from employees when advertising for the job. Job description and minimum requirements should be communicated to all prospective employees keeping this in mind. Only educational and experience requirements should be shared with prospective employees. Also employee benefits and other minimum wage requirements must be taken into consideration when hiring employees. Selection Devices to be used for the Hiring Process Three selection devices will be used for the hiring of employees of the new office. Entry tests will be used for initial screening. Situational judgment test will be used in order to assess the how well applicants respond to different situations. Finally, interviews will be used in order to short list employees. Entry Tests Entry tests will include personality test and skill test sections. These tests will help recruiters screen out potential employees for the job. All applicants that fulfill the requirements will be allowed to take the entry tests. One major advantage of this test is that it will help in narrowing down the number of applicants. Entry test is also inexpensive compared to interviews and other psychological tests. A significant disadvantage of entry test is that it provides only limited insight on the overall personality and skill set of applicants. Situational Judgment Test Situational judgment tests are psychological tests that test the judgment of applicants in different scenarios. The scenarios are real life situations that applicants are expected to face in their jobs. These tests will be designed by specialists and will be different for different positions. Advantage of this test is that it will tell recruiters how applicants apply their experience to problem solving. Another advantage of this test is specificity because it provides specific insight on the problem solving abilities of employees. Situational judgment test is costly as it is designed by specialists only. Face to Face Interviews Face to face interview is a traditional selection device that helps understand the overall personality and skill set of applicants. It provides detailed insight on the personality of applicants and their experience. Face to face interviews will also be conducted by expert interviewers and HR professionals as they place instrumental role in the overall hiring process for any firm. Interviews will also help recruiters evaluate employee-organization match vis-à-vis a potential candidate. The aim of using interviews at the end of the recruitment process is to screen only a limited number of likely candidates for the job. Interviews are highly beneficial in understanding thought process and overall approach of an applicant. They provide detailed information regarding how applicants feel about the job position. Face to face interviews also allow recruiters to take behavioral gestures and body language into consideration which is a huge plus point (Opdenakker, 2006). There are also some disadvantages of interviews. Face to face interviews are costly and time consuming, and therefore cannot be used for a very large number of applicants. Drug Testing and Integrity Testing Drug testing and integrity testing will not be used in the hiring process. Drug testing is not perceived in a positive way by many applicants and therefore it might scare away prospective employees with good potential. Employees have more positive attitude towards companies that do not take drug tests as compared to companies that use drug testing in their hiring process (Crant & Bateman, 1990). Integrity testing will not be used because it is not very conclusive in evaluating integrity of employees (Camara & Schneider, 1994). Instead of drug testing and integrity testing, the focus of recruiters will be to ensure that references are vigorously checked and evaluated as this is an area which is often ignored in the recruitment process (Nowicki & Rosse, 2002). Conclusion The right use of selection devices is essential in hiring the right kind of employees. The recruitment process mapped out above will prove helpful in finding appropriate employees for the new office. The hiring process will take 30 to 40 days to complete and it is expected to result in motivated workforce for the new office. References Camara, W. & Schneider, D. (1994). Integrity Tests: Facts and Unresolved Issues. American Psychologists, 49(2), 112-119 Crant, M. & Bateman, T. (1990). An experimental test of the impact of drug-testing programs on potential job applicants attitudes and intentions. Journal of Applied Psychology, 75(2), 127-131 Nowicki, M. & Rosse, J. (2002). Managers’ View of How to Hire: Building Bridges between Science and Practice. Journal of Business and Psychology, 17(2), 157- 170 Opdenakker, R. (2006). Advantages and Disadvantages of Four Interview Techniques in Qualitative Research. Forum: Qualitative Social Research, 7(4). Retrieved from http://www.qualitative-research.net/index.php/fqs/article/view/175/391%3E#g21 Read More