Common Recruitment and Selection Methods - Assignment Example

Summative assessment 1 Name Course Name and Code Date 1. The common recruitment and selection methods, including assessment centers There are numerous recruitment and selection methods. The following are some of the methods: Job advertisements – the advertisements are placed in national and local print and online publications. The aim is to advertise in areas in which it is likely to attract the candidates the company is seeking (Burkhauser, Schmeiser and Weathers, 2012). The promotions and advertisements usually involve the provision of important information such as the instructions on how to apply, compensation package, description, job title, and location. Personal recommendations and internal bulletins – a company sometimes utilizes internal bulletins to inform the staff to available positions. The aim is to seek referrals from the staff and an incentive for those seeking advancement (Barak, 2016). It is an appropriate strategy since the targeted candidates have a relationship with the company or connected to someone working with the company. The advantage of the approach is saving money and time since the potential employ may have an understanding of organizational culture and internal processes based on the relationship. Employment and recruitment agencies – organizations sometimes utilize employment and recruitment agencies to fulfill their staffing requirements and objectives. An agency’s main role in collecting information from prospective clients and keep a database, and utilize the database as a starting point to choose the appropriate staff (Burkhauser, Schmeiser and Weathers, 2012). The recruitment agency can also advertise for the position if a qualified candidates are not in the database. The importance of recruitment agency in recruitment and selection methods include reducing hassle associated with checking references, assessing qualifications and testing, and screening resumes (Barak, 2016). The recruiters sometimes specialize in certain employment centers such as executives, office workers, teachers and financial service professionals which can result in accessing the most qualified candidates. Government job centers – the government provides job centers that offer advertising opportunities as a component of employment development with the objective of serving the citizens better (Johnson, 2011). The government sometimes offers job training and seeking divisions through the engagement with business and ensuring the trained individuals are employed. The government provides free advertisement services through indicating the locations of the advertisements, and businesses/organizations encouraged to utilize the platform. Social and new media – the social media is a new approach that can be used to attract the appropriate candidates especially when an organization has an online presence. The use of websites and social media enable connection of professionals across the world, and the connectedness increases the chances of picking the right candidate (McDonald, 2012). It is also possible to collaborate and create a mechanism of introduction to numerous qualified professionals. The importance of the social media is the ease of the provision of information, and the potential number of candidates who can apply for the position due to a wider reach. Assessment center - assessment center is an alternative approach to recruiting, which enables the combination of multiple assessment activities: the strategy usually fares a large number of candidates (Fuchs, 2013). In the assessment centers, the candidates engage in numerous activities resulting in the assessment of a full range of personal attributes and skills need for a job. Some common industries and organizations using the assessment centers include the police, the manufacturing companies, the National Health Service, the armed forces, banks, retailers and large professional services such as solicitors and charted accountants. The assessment centers benefits include it is a reliable method, fair selection method, access to voluminous information on candidates, and in-depth assessment can be achieved. In determining the appropriate recruitment and selection method, an organization has to determine the position to be filled and information regarding the position (Burkhauser, Schmeiser and Weathers, 2012). For example, it is easier to fill the clerical position compared with managerial or technical positions meaning the recruitment and selection process should be customized based on the position requirements, and wider objectives of the organization. 2. Explain the concept of outsourcing Outsourcing is a method used by organizations to reduce costs and to seek for quality services and products from external stakeholders or companies (Charlesworth and Macdonald, 2015). It involves the contracting out of organization processes such as payroll processing and other operational objectives such as facility management or seeking support such as recruitment process (Barak, 2016). It includes both domestic and foreign contracting in which organizations or entities with specific capacities are tasked with completing certain activities or tasks. 3. The purpose of employment contracts and the purpose of industrial relations An employment contract is an agreement between an employee and employer during the period in which an employee is hired that defines and outlines the business relationship, especially when it comes to compensation requirements (Baird and Williamson, 2011). The employment contract contains other business related information, which has to be upheld during the employment period. The employment contract defines the obligations, expectations, and rights of both the employer and employee (Barak, 2016). It also contains information on terminations, rewards, and promotions: employment contracts can either be written or verbal and presents information about the responsibilities and roles of the employer and employee. An employment contract can be summarized as a document that defines the roles and responsibilities of both the employer and employee. Industrial relations defines or refers to the numerous relationships between the different stakeholders that form an organization, such as trade unions, management, and employees. The purpose of industrial relations is to ensure the management, employees, and trade unions work together resulting in an amicable situation (Harpur, 2012). For example, it is a basis of the employees to requests for better working conditions including compensation. It provides an avenue in which labor issues can be discussed and addressed through collaboration, consultative and factoring situational conditions. 4. Summarize equal employment opportunity and anti-discrimination principles, workplace regulations and legislation, and other legislation associated with recruitment, selection, and induction a. Equal employment opportunity –it refers to equal opportunity in employment in that employees are given the same opportunity when it comes to employment. Some of the variables that create inequality in employment are bias based on applicant's national origin, sex, religion, color, and race. Therefore, the fundamentals of equal employment opportunity are allowing candidates to apply for a position and allowed equal opportunities to be hired or considered for employment (Baird and Williamson, 2011). Hence, it is illegal for organizations to discriminate against candidates or employees based on natural orientation. b. Anti-discrimination principles – discrimination at the workplace refers to actions such as promoting, demoting, firing and hiring based on a prejudice or stereotype resulting in unfair treatment of employees. Discrimination comes in different forms ranging from sexual harassment to physical features and marital status. Religious belief, sexual orientation, and disability are other factors that may contribute to discrimination (Barak, 2016). The purpose of anti-discrimination principle is to create an environment and situation that supports equality through removing variables associated with discrimination. It means that decisions of employment should be based on capacities and capability rather personal characteristics. c. Workplace regulations and legislations – these are standards and conditions that any employer and employee has to adhere in fulfilling the employment and organizational objectives. These legislations comes in different forms and aimed at championing the health, safety, and occupational conditions of the employee/employers. It also includes compensation, financial obligations such as taxation and pensions objectives. The regulations and legislations oversee the relationship between the employer and employee and provides formalities and strategies to mitigate any problem and misunderstandings between the different stakeholders in a business framework. d. Recruitment, selection, and induction legislations – apart from the regional regulations and legislation, there are international standards and frameworks that have to be upheld. For example, sweatshops and underage employment are inapplicable to certain locations and the policies and procedures of organizations define the supply requirements, which impacts the source of supplies. It means an organization through ethical, moral and legal obligations can create conditions improving the overall working conditions of the employees and business engagement. 5. The terms and conditions of employment explanation and examples The terms and conditions of employment provide information regarding the duties, tasks, and benefits of employment (Ellis and Watson, 2012). It provides a guideline to the employee on the benefits and requirements of the working conditions including approaches and measures to address complications (Barak, 2016). It provides an overview of general obligations at the workplace, and measures/approaches, which can be employed to ensure each of the stakeholders understands their roles, and benefits/requirements of working with an organization. The following are examples of terms and conditions of employment: i. Date of the employment and nature of employment such as full time or part time ii. Location of the job iii. Type and payment approaches such as monthly pay or weekly pay iv. Working hours v. Job title vi. Job description vii. Collective agreements details viii. Holiday entitlement ix. Grievance and disciplinary procedures x. Pensions and pensions schemes xi. Types of insurances such as life insurance and workplace insurance xii. Dress code xiii. Vacation and leaves 6. The relevance of psychometric and skills testing programs Psychometric tests are a scientific and standard method that is used to measure employees’ behavioral style and mental capabilities. The approach is used to measure the suitability of an individual based on personality aptitude and characteristics. Skill testing is similar to psychometric tests that test the basic competencies of an individual in completing a duty or task. It is imperative to carry out these tests to determine whether an individual is in a position to complete activities and duties (Barak, 2016). The relevance of the test include prevention of hiring a candidate with qualified “interview skills” but lack in working skills, ensures that each candidate receives the same questions, provides avenues for candidate with weaker skills to prove their capability, and long-term costs can be avoided through understanding the capacity of prospective employee e.g. it is possible to know the weaknesses of an individual before employing the candidate. References Baird, M. and Williamson, S., 2011. Women, work and industrial relations in 2010. Journal of Industrial Relations, 53(3), pp. 337-352. Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage Publications. Burkhauser, R.V., Schmeiser, M.D. and Weathers, R.R., 2012. The importance of anti-discrimination and workers' compensation laws on the provision of workplace accommodations following the onset of a disability. ILR Review, 65(1), pp.161-180. Charlesworth, S. and Macdonald, F., 2015. Australia’s gender pay equity legislation: how new, how different, what prospects? Cambridge Journal of Economics, 39(2), pp. 421-440. Ellis, E., and Watson, P., 2012. EU anti-discrimination law. Oxford University Press. Fuchs, G., 2013. Strategic litigation for gender equality in the workplace and legal opportunity structures in four European countries. Canadian Journal of Law and Society/Revue Canadienne Droit et Société, 28(02), pp. 189-208. Harpur, P., 2012. Embracing the new disability rights paradigm: the importance of the Convention on the Rights of Persons with Disabilities. Disability & Society, 27(1), pp.1-14. Johnson, R.W., 2011. Phased retirement and workplace flexibility for older adults: Opportunities and challenges. The ANNALS of the American Academy of Political and Social Science, 638(1), pp. 68-85. McDonald, P., 2012. Workplace sexual harassment 30 years on: a review of the literature. International Journal of Management Reviews, 14(1), pp.1-17. Read More