Process of Recruitment Preparation - Case Study Example

Recruitment and Selection Strategies Employees are the backbone of an organization and it is very crucial to have a strong and effective backbone for the growth and success of an organization. Recruitment and selection strategies adopted by Human Resource department plays an important role. In this report, we have evaluated different kinds of recruitment and selection strategies and suggested constructive recommendations for recruitment and selection process. This report is based finding and facts available in various journal articles and research papers. Several issues concerned with recruitment and selection process have been recognized while drafting this report. There are a number of sources from a company can hire and recruit talented people. Mainly these are employment agencies, vacancy promotion, internal vs. external recruitment, interview structure, and orientation. We will critically discuss all these strategies and sources of recruitment and selection. In this report, we will have a look about how organizations try to stop staff turnover and inject commitment into their employees, because recruitment & selection and then providing orientation and training to new once is quite costly for any organization. In process of recruitment preparation, an organization has some formal methods for getting job requests for vacant and new positions because an informal process for requesting cans not provide people with the job description and job specification required to fill that particular position. In this formal process organizations create an effective communication and in that HR manager asks for job request by giving job descriptions and job specification. It is very important to convey the right message to potential job seekers. This information helps us to find out a suitable candidate who will lead the organization to new horizons. (Hite & Johnston 1998). HR manager do all preparations for that and he decides the job description, specific duties and responsibilities required for that position. He also decides all the selection criteria’s. A simple miscommunication can cause an incorrect match of an applicant to that job. It may be that the attitude and personal characteristics of the individual may not fit for the specifications requirements. Later this can cause for low motivation and poor performance of the individual. (Mitchell, Dowling, Kabanoff & Larson 1988) Recruitment and selection process requires a huge amount of money so it is important to find talented people at one go. There are a lot of sources from where a company can hire new people and some of them are discussed below. This can be classified into two categories, one is external and another one is internal recruitment. No organization has a written policy of hiring people within the company; they have a strategy for hiring people outside from the organization (External Recruitment). The organization does not have a written policy on internal recruitment. Organizations will use this when they have no option and sources for internal recruitment for that position. In this case organizations hire or get help from employment agencies and direct from sending communication across internet websites and advertisement. There is a good number of chances for getting talented people from outside but there is one major drawback is that that particular person is new for this organization it but it may be that he is not new for that particular job. In this case companies need to spend a lot of money to train that person and mould him as per the organization’s culture. There are a lot many private employment agencies working in this field. To name a few are Naukri.com, Timesjob.com, and Monster.com etc. Organizations have high turnover in low skilled employee’s positions and there are a number of reasons for this volatility. It can be poor work conditions, low incentives etc. Job Satisfaction has a negative relationship with turnover; if a person is satisfied with his job he will not leave that (Robbins, Millett, Cacioppe & Waters-Marsh 1998). As employees start to feel insecure and then levels of absenteeism increases. These agencies have their online job portals where candidates upload their resume and their preferences, at the same time organizations also put their requirement and the details regarding type of people they are looking for. Education level, experience, location preference, job descriptions all have been displayed by that particular organization. On these job portals both companies and candidate exchange communications and then after matching the profile further processing is being done. Recruitment from employment agencies is becoming very popular these days. Recruitment through references is also a part of external recruitment policy where candidates are refereed by current employees or through any other network. This strategy produces reliable workforce. Rather than going through employment agencies, company put their communication and advertisement on various popular websites, newspapers, magazines etc. From these sources they try to pullout the potential candidate for a particular job. This method costs a lot of money and organizations have seen good trends and potential candidate through these sources. A special communication advertisement is being designed where a few details and links to the organization web page is mentioned. Candidates visit these sites and upload there resumes on companies website, companies then sort out resumes and only suitable candidates are called for interviews or further processes. Organizations also adopt strategies for internal recruitment. In this case companies look for existing employees to fill the vacant positions (Internal Recruitment). Sometimes people feel that it is very helpful to boost employees confidence in getting promotions but one of the implications of not advertising within the organization is that morale may be damaged which may contribute to an increase in absenteeism and a decrease in job satisfaction (Robbins et al. 1998). While another implication can be that the most suitable applicant for the job may already be employed with the organization, and employee will get an opportunity to put their case forward. Internal recruitment helps to identify people with talent. Internal advertising and job posting can help facilitate the promotion of employees who are aptly qualified. The organization uses internal communication systems for getting potential talent for the vacant positions for high skilled employees. It is very important for an employee to get opportunities for promotions in the organization. It works as a positive motivation for any employees. Research says that organization fails where their employees do not get a chance to develop and go ahead in their career. The implication of using having an internal recruitment is that organizations have an adequate number of suitable and qualified applicants for that position. (Windolf n.d.) Providing career development service to its employees is very necessary for any organizations as it attracts a lot of talented and skilled workforce. Every organization adopts this strategy and if the required talent is not available within the organization then companies look outside for the talent. (WELLS n.d.) Recruitment and selection strategies also include strategy with providing talent management, where company look at that is right people working for right job. Sometimes what happened is that high talented people are working for low profile job and low skilled people are working for high profile job. So to get rid of this mismatch company offers suitable work for suitable people. (Carless 2007) In this essay, so far we have talked about recruitment strategies and sources, now we will discuss the probable methods and strategies for selection suitable candidate out of potential candidates. There are a number of people who applies for the same job and then it becomes imperative for HR manager to find out the most suitable candidate. This is being done on the basis of job requirement, education and experience of the candidate, attitude and personality of the candidate and so many other criteria. (FROST n.d.) To match all the criteria, HR managers shortlist the names of potential candidates and then a personal interview and few other processes are being conducted. Organization uses two types of interview structures. One is unstructured and another one is semi-structured interviews. In an unstructured interview, HR Manager does not ask predefined question and everything is situational. There is a disadvantage attached with unstructured interviews is that the same questions may not be asked across each of the candidates being interviewed. This affects the validity of the interview, since decisions may be made based on different sets of criteria (Dessler 1991). Also, the skills of the interviewer may affect the responses of the applicant. Where as, structured interviews for professional or high skilled applicants helps to ensure that the decisions are made based on the answers to the same set of questions, thus comparing the same set of criteria. Structured interviews are a vehicle used to establish a framework for decision-making (Stone 1998). Asking predefined questions reduces the tendency to show bias to unfavorable information and, therefore, remain objective. Dessler (1991), Companies try to search out the background of that particular person to judge the credibility and reliability of that particular candidate. Background information includes the place where he worked earlier, his performance there and the reason for leaving that particular job. This information gives us enough understanding to judge the personality of that particular candidate. (Tobin n.d.) During the time of selections, companies get a demo of the presentation skills of a candidate. This shows how impactful that candidate is in his ideas and commutation. Having an excellent presentation skill is necessary for any kind of job related to any industry or area. Presentation skills and cross questioning also shows the ability of that person to react at any situation, how calm he is? It also judges the attitude of the person and how truthful he is in his communication. In this approach a particular time period is given to a candidate and within that time period he needs to prove that he is suitable for that particular job. This period is called probation period. This can be of one month to one year. If a candidate does not pass this process and not worth for the job, he has to quit the job as per the terms and conditions signed at that time of joining. Organizations also check the leadership quality of the candidates, in this case some particular situations or real life scenarios are being put in front of the candidate and then he needs to find out the solution or his reaction at that moment. This reception shows the ability of the candidate that whether he can lead an organization, is he considered all the future results of that particular decision while deciding. Conclusion For the purpose of this report research has found that the organizations have a sound understanding of what processes need to be adopted in order to achieve effective recruitment and selection. Other than this, several new issues have been identified within the recruitment and selection process which needs to be gets addressed by the organization. These issues includes, when an organization should go for external recruitment strategy and when to adopt internal. What are the pros and cons of both of these? What mode of communication needs to be used in order to spread message across potential candidates? Organization need to be very clear in terms of their own requirement for that particular position, what type of candidates they are looking at and what kind of skill set if required for that job. Organizations should plan for nurturing and developing talent within the organizations and provide best training and orientation. Policies like career development and talent management is necessary to boost the morale of employees. Bibliography Carless, Sally A. Graduate Recruitment and Selection in Australia. Blackwell Publishing Ltd, 2007. FROST, THOMAS M. "SELECTION METHODS FOR POLICE RECRUITS." Jstor. Tobin, Richard J. "Institutional diffrences in the recruitment processes." Americal journal of political science. WELLS, YVONNE. "Recruitment for a Panel Study of Australian Retirees." Windolf, Paul. "Recruitment, Selection, and Internal Labour Markets in Britain and G1ermany." Braun, S. 1995, ‘Helping managers become effective job interviewers’, Industrial Management, vol. 37, no.6, pp. 5-8, in Human Resource Acquisition Selected Readings, 2001, Distance Education Centre, USQ, Toowoomba, Reading 5.1. Compton, R.L. & Nankervis, A.R. 1998, Effective Recruitment & Selection Practices, 2nd edn, CCH Australia Limited, Sydne y. 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