Employee Selection: Recruiting and Interviewing - Example

Employee Selection: Recruiting and Interviewing Introduction Employees selection is an imperative task of the Human Resource Management that needs to be carried out by the Human Resource manager. The primary reason organizations rely on the process of recruitment and selection is because this process enables the Human Resource managers to appoint the appropriate personnel at the right position. There are several stages that Human Resource managers need to follow during the recruitment and selection process. Such stages include selection, recruitment, job analysis, and induction. It is vital for HR managers to understand the significance of implementing an effective recruitment and selection process in an organization. Having effective recruitment and selection process is essential because it enables HR managers to employ high quality and competent employees who have the capability of achieving the organization’s goals and objectives (Price, 2010). This will also help them avoid the risk of employing low quality or incompetent workers that will hinder the company from achieving its goals and objectives. In addition, effective recruitment and selection process is essential because it provides a quicker means of filling vacancies as well as maintaining performance. Therefore, organizations will not suffer financial losses since the process of recruiting new staff member is done effectively and immediately. Employee section process 1. Notification- The selection process starts with the human resource manager filling a vacant or new position. It is this selection stage where the manager decides the qualifications for the applicants. 2. Reviewing- The managers then review the resumes and match the background of each applicant to the requirements of the job. 3. Screening- In some situations, the selection process includes screening interview. For instance, if a candidate lives far, the human resource manager will be entitled to conduct a screening interview mainly over the telephone. 4. Interviewing- Interview is one of the most essential aspects of the employee selection process. Each company has its procedures for conducting personal interviews. Some companies prefer conducting an all-day interviewing session while others may prefer having the applicants meet with the key personnel and come back for a second day to meet the other executives. 5. Selection- The hiring manager asks for feedback from the human resource manager or the other executives who interviewed the applicants. This feedback enables him or her to select the right candidate for the position. 6. Testing-some company include testing in the process of selection to test the candidate before he, or she is hired. For instance, some companies carry out drug screening to ensure that they do not hire drug addicted employees. Recruiting and interviewing Recruiting and interviewing recruiters is much easier if Human Resource managers spend time to prepare and set up the selection process. Before HR managers start recruiting new staff, it is recommended that they carry out a job analysis to determine the kind of an employee required and the skills and knowledge that he or she must have (Rynes, 2009). Most business owners decide to recruit their staff themselves, or acquire a recruitment agency. For those who decide to acquire a recruitment agency, they should ask the other business partners or colleagues to help in selecting a reputable enrollment agency that seems to have enough experience to enable them work in their businesses (Price, 2010). In order for Human Resource managers to ensure effective recruitment and selection process, they should first advertise the vacant post, evaluate available applications, call the applicants for interviewing and referencing checks, and lastly select the most appropriate candidate for the post. Selection is one of the important phases in the process of selecting new employees. In this process, human resources should try to organize recruitment interviews. The most common types of interviews are the traditional approaches, whereby the managers conduct a face-to-face interview with a social contact between the applicants and the employer. It is recommended that, human resource managers should conduct interviews before they appoint any applicant for a job. The main reason for conducting interviews is that they help the candidates understand the type of a job as well as its position in the organization, training, development, and career prospects (Dipboye, 2007). In addition, interviews provide human resource managers with a process of further screening so that they can check all the information and references in the application forms for veracity and ambiguity. Recruitment interviews can be split into three categories; stress, biographical, and problem-solving interviews. During stress interviews, interviewees are put under some sort of pressure to determine whether they will be able to handle stressful situations and challenges in the workplace. Biographical interviews are conducted to gather information about the candidate’s passed experience, and they are important because they help managers understand the accumulated skills of the candidates (Price, 2010). The last type of interview is problem-solving interviews. During these interviews, applicants are put under different scenarios for the recruiters to determine whether they are able to solve workplace problems. This enables an employer to determine whether a candidate is the right person for the job. Many employers seek to employ candidates who possess important skills. In order to make the most appropriate selection, most human resource managers make use of psychometric tests during interviews in order to challenge the abilities of the candidates. Human resource managers use aptitude tests to test the candidates intelligence and mental health as well as measuring specific aptitudes and abilities. Other employers use intelligence tests to test the arithmetic, vocabulary, similarities, and analogies of the candidates (Torrington, 2008). The other type of interview test is personality test. This type of test enables recruiter to determine whether a candidate has the appropriate personality to handle the job if given chance. For instance, if the recruiter is looking for a departmental manager, he, or she should use personality test to determine whether the candidate has good leadership skills and personality to achieve the organization’s success. How to interview job applicants Employees form the largest resource and cost in most companies and cause the most direct and indirect risks to the organization. How human resource managers select, recruit, and interview this vital resource will considerably be reflected in the organizations’ performance, success, and productivity. Mistakes made during employees’ selection and recruitment can negatively affect the organization’s costs, revenues, and performance (Price, 2010). Discussed below is the most appropriate way of interviewing and recruiting new employees. Interviewing job applicants throughout the day provide human resource managers with enough anecdotes. There are numerous benefits of meeting job applicants face-to-face. For instance, this is an appropriate way of analyzing the specific trends in each market and industries that have good performance over the others. Hunt the hunter? There are often many questions regarding the best practice to interview job applicants. Interviewing job applicants has many challenges referred to as hunting the hunter. Therefore, it is beneficial for HR managers to come up with the most effective interviewing technique. The applicants during the interview want to see the behavior of their recruiters since this is how exactly they will behave during normal working days (Torrington, 2008). Applicants want to know their stresses and personal situation. Therefore, it is important for human resource managers to have this question in mind before the beginning of the recruitment. “So, why recruitment?”. Having this question in mind will enable the managers determine what motivate the interviewees and their passion levels? Get the evidence Having the appropriate achievements for the job is evident that a certain applicant is the right person for that post. Interviews should be conducted to ensure that the recruited employees have the right achievement and qualifications for the job. Having effective recruitment and selection process is essential because it enables HR managers to employ high quality and competent employees who have the capability of achieving the organization’s goals and objectives. In addition, recruiting high-quality employees improves revenues and performance of the company (Arthur, 2012). High-quality employees will not only benefit the organization alone but also the customers and other stakeholders due to improved quality of products and services. What determines that the applicant is the right person needed for a post? During the interview process, human resource managers should focus on asking the interviewee about their past experiences and former employment responsibilities. This will enable the recruiter to determine whether a certain applicant has the appropriate achievement and skills to carry out the duties to be offered once employment. The human resource managers should set interview questions that will enable them gather enough information from the applicants to determine whether the selected candidates are competent to carry out the duties to be assigned once put in the line of duty. Preparing for recruitment interviews In order to benefit a lot from interviews, it is essential for the recruiters to prepare by familiarizing themselves with the applicants’ applications, as well as the job description. A human resource manager should think about what he or she wants to understand about the applicants and formulate several interview questions. It is always recommended that recruiters should ask each applicant similar questions in order to make the interview equal. A human resource manager should ensure that the interview questions do not break any workplace privacy laws and anti-discrimination laws (Torrington, 2008). In a situation where there is a panel of interviewers, it is always good to decide which interviewers will ask which question. In order to avoid bias, a standard valuation form should be prepared to help in ensuring the constituent of each interview. It is also good to ensure that receptionist and other colleagues are aware that there is a recruitment to be conducted. Conclusion Companies should engage in the process of selection and recruitment to ensure that they select skilled and competent candidates. The selection process helps human resource managers to choose high-quality candidate that will enable the company to achieve its long term goals. The conclusion is that human resource managers to understand the benefits of setting up an effective recruitment and selection process in organization for them to stand a chance of appointing high quality and competent employees who have the capability of achieving the organization’s goals and objectives. References Arthur, D. (2012). Recruiting, interviewing, selecting & orienting new employees. AMACOM Div American Mgmt Assn. Dipboye, R. L. (2007). Self-fulfilling prophecies in the selection-recruitment interview. Academy of Management Review, 7(4), 579-586. Price, A (2010). Principles of human resource management: an active learning approach. London: Wiley-Blackwell. p152 Rynes, S. L. (2009). Recruitment, job choice, and post-hire consequences: A call for new research directions. CAHRS Working Paper Series, 398. Torrington, D (2008). Human Resource Management. 7th ed. London: Pearson Education. p178. Read More