The Development of Criteria Used by Companies in Recruitment - Case Study Example

Insert Your Name Here Subject: Title: Date: 11th May 2010 The project report that I have chosen is based on a recent recruitment process that was conducted in the organization that I work for. I work in a multinational company. Recently, the company was opening another branch so that it can expand its operation and network coverage to a wider area. There was recruitment and the process was aimed at getting the best among the interviewees. There were a number of steps that were followed by the company and these included: Advertisement of the jobs by the company on the print media to attract as many applicants as possible - This is because most of the graduates browse for jobs on the dailies. This was a strategy that the company had proven to have worked in past recruitments. The company also advertised the positions on the company website and they allowed application by email and through the website. This was through a database that was created on the website where applicants were required to fill in their qualifications. Short listing of the applicants – This was done by the human resource department. The criterion that they were using was mainly eliminating the people who had not attained the minimum academic and professional qualifications. Other factors that were considered were the formalities that the applicants had followed in the application. Shoddy CVs and application letters with grammatical mistakes were also eliminated. The short listing process left the company with 50 applicants that the human resource department deemed that they were fit for interviews. Invitation for interviews – the shortlisted applicants were called through the contacts that they had indicated in their CVs and they were given different days of attendance. To ensure that the process was fair, the names of the shortlisted candidates were listed on the company website and on print media. This ensured that the information spread to every applicant who was expecting feedback from the company. 1. Job Search strategies In the current working environment, job search strategies have changed from the traditional way of spreading the gospel through word of mouth. Although advertising through print media still remains as a channel of advertising the jobs, most of the jobs are now placed on internet websites that have human resource functions. These websites have a database of jobs where applicants can search for their selected discipline and apply. Graduates therefore log into the human resource/job advertising websites and identify the jobs that they are qualified in and they apply for them either on the same website or through the contacts that are listed on the website. Job search has therefore gone automatically electronic which makes it a faster and better process since graduates do not have to move from office to office looking for jobs like it was in the past. This process was tiresome and it would make many applicants to lose hope. The electronic job search offers an opportunity for all people who can access internet and this has enabled even the poor to access good jobs since they do not need to travel or to pay any registration while they are searching for jobs. Most of the job centers offer free registration and they charge the organizations that give them the jobs to advertise. The best practice in the job search strategies would be maintaining the older ways of job searching and developing the new ways of job searching too. This ensures that all people get a chance to read the job advertisement regardless of their mode of access to information. Some people in the world do not have access to the internet and this makes is hard for them to access jobs that they are qualified for (Douglas H. Reynolds, 2009). The existing standards for human resource management state that all job advertisements should be relayed to the public in any means that the organization deems fit for their sending of information. This is because it is the company that faces the consequences when if gets a poor team due to its poor advertising strategies. On the other hand, graduates should ensure that they familiarize themselves with various job search methods. This makes them more powerful in job searching. They stand a better chance of getting job opportunities when they are aware of various job search avenues. The traditional job search method that they should maintain is creating a wide networking and letting them know that a graduate is looking for a certain opening. This will enable them to pass the information to the graduate once a chance arises (Goss, 1998). Selection criteria The selection criterion on the other hand has totally changed from the time when the human resource department had to go through all the CVs of the people who have applied. Since the application process is done online, companies have programmed their websites with filters that ensure that only the applications of the people who are qualified reach the company. The company offers options where the applicant chooses their level of education and their experience. These are the parameters that the company will use to eliminate the qualified from those that are not qualified. If an applicant clicks on certain options that are approved in the recruitment system of the website, they are automatically shortlisted (Jerry W. Gilley, 2002). The best practice of selection criteria should be creating an allowance for a grade lower than what the company is looking for and a rank lower than the professional experience that an organization is looking for. This is important because some of the applicants who are under qualified have a greater zeal for work than the qualified personnel. They seek to prove themselves since they know they are challenged by their lower qualifications. They ensure that they learn fast and they are likely to perform better than the experienced personnel. Due to this reason, if a company has an allowance for a number of under qualified personnel, they can offer them a chance to attend the interview and they can organize for training for the applicants who prove to be worth getting the job regardless of their slightly lower qualifications (Mannino, 1980). The current practices of selection criteria are very strict. Most of the employers do not have allowance. They do not provide for under qualified applicants and this makes them lose some of the best performers in their respective fields. Some of the greatest employees who have ended up serving longest in organizations are employees who were employed while they were under qualified. This is because they always feel that they need to prove their worth in the organization and therefore they offer their best. They also feel indebted to the company for being considered and this makes them to work towards assisting the organization to achieve its goals. They are usually rewarded as the best performers and they do not stop the trend once they adopt it since they feel that they are always under scrutiny and that their job positions are threatened by people who are more qualified than they are (Mannino, 1980). 2. Resume CV Resumes have also changed formats. Nowadays, CVs are made with precise information and they are required to be 3 pages at most. This is enough space for a person with a doctorate degree to summarize all their qualifications. This has done away with the old CV formats where applicants would describe their qualifications like an essay. In the past, CVs were submitted by hand delivery or post to the employer. Nowadays, they are sent as attachments in emails. This is a faster and a better process. This is because the soft copy of the CV can be easily edited and updated to suit a new job application. This gives the applicant a better chance of getting a job than in the latter days when the CV had to be printed. Some of the smart graduates usually upload their resumes on a certain section on the job advertising websites that is set aside for job seekers. All the employers need to do when they have an opening is to log into the job advertising website and browse the CVs that are already uploaded and they contact the owner (Price, Principles of human resource management: an active learning approach, 2000). The best practice of resumes should always have an allowance for people who apply using the older formats of making CVs. Some of these individuals are usually qualified but they are dismissed by the mere fact that their CV formats are not up to the standards of the day. It is important that the human resource departments should consider reading all the CVs regardless of their formats. In one of those old formats, there could be a person who is highly qualified and an organization might deny them a chance only due to the format of the CV. In the current practice, human resource officers have no time for old formats of CVs unless a company insists that all CVs should be read. Human resource management rules dictate that any resume should be considered regardless of the format. This is because the main aim of a CV is to explain the qualifications of an applicant and not to display the prowess of doing formats (Price, Principles of human resource management: an active learning approach, 2000). Job interviews Interviews have not changed much. Although there are a number of companies that conduct virtue interviews, most of the employers require physical attendance to the company offices for an interview. This is because employers like evaluating the applicants both on the qualification aspect and on the individuality aspect. The electronic interviews are characterized by high quality internet communication that includes uploading photos, communication through instant messages and having webcam shots so that the interviewer can see the applicant. This is mainly done for international jobs. 3. Application Letters Application letters have changed too. The formats have changed from the olden method where the applicants address was written on the right. Nowadays, applicants put their address on the left on top of the employer’s address. Signing at the bottom is also done on the left. This is has been influenced by a change of personnel management requirements in the world. Application letters have also become more precise (Douglas H. Reynolds, 2009). The reference section is very important since it gives the employer a hint of the application letter. Applicants have gone ahead and devised creative ways of writing catchy reference lines that make the employers interested in reading the entire letters. Some examples of interesting references include: Professional IT Technician Application for the Post of IT manager. Sumptuous Meals Gourmet Chef Application for The post of Chef. The best practice for application letters should be creating an allowance for letters that might not have a good reference line but very precise content within the paragraphs. Some of the most qualified people are not interesting. They might not have a catchy reference but they could have the best of skills (Elder, 1953). It is important to note that although the best practice should allow for people who are under qualified; principles of human resource management dictate that there no be no time that a human resource officer violates company rules and regulations without consultation from the relevant sources. This is meant to ensure that companies maintain high standards and this is the reasons why high remunerations are offered to the qualified personnel since they deserve it. In conclusion, the criteria that are used by companies in recruitment have changed from the olden times when everything was done manually. Nowadays, all the processes are electronic from the job search to the application process to the selection process. Formats of application letters and CVs have changed too. This has helped in organization since it has done away with lots of paper work and filling but on the other hand, it is unfair to the people who are not familiar with electronic recruitment systems although they are qualified. The current standards need to loosen a bit since they are likely to sieve away some of the best practitioners. Real interviews are always better than virtual ones since the employer sees the applicant in real life and they also talk so they understand each other. If necessary, a series of interviews is important to ensure that you choose the best. Reference: 1. Arthur D. Rosenberg, D. V. (2003). The resume handbook: how to write outstanding resumes & cover letters for every situation. Adams Media. 2. Douglas H. Reynolds, J. A. (2009). Online Recruiting and Selection: Innovations in Talent Acquisition. John Wiley and Sons. 3. Elder, S. D. (1953). The Roman Letter. Speculum , 28 (2), 396-399. 4. Goss, D. (1998). Principles of human resource management. 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