Human Resources Planning, Recruitment & Selection - Clarity Group - Case Study Example

Title of report Name of author / student Organisation / the course Date Executive Summary Clarity group is a global headhunting organisation that screens and selects suitable candidates for our clients. The company is looking for a dynamic, commercially savvy and driven Manager Director to lead the organization through the life cycle of the business. This report will study the selection methods and criteria of attracting the most appropriate and suitable talent for this position. During the process of selecting the manager, the managing director has to be carried out carefully since we are employing a leader, and not any entry-level worker. The interview is to be conducted in a face to face manner. Stimulatory questions have been prepared to ask the candidate. Other than that, HR. managers should be aware of the legal and ethical issues in the recruitment process because they are directly linked to the reputation of the organization. . Introduction Our firm, Clarity group, is a head hunting organisation that gives most if not all solutions related to human resources for businesses no matter the entire life span of the employee and employer relationship, this includes individual career development, identification of appropriate workers for ones organisation, and finally the implementation of human resource processes. The Clarity Group is about integrity as well as openness. The group partners with the clients so as to maximise potential amongst people, through understanding, insight, and strong relationships. Focus is placed on communication, personal service and reliability. The job being advertised is that of managing director in the biometric department (Gerhart, 2006). The report gives suggestions on methods of attracting various talents to occupy the vacancy of managing director for the operation in Australia and it being global organisation the one who lands the job will play an important role in the company’s success at a local level. Some important issues will also be discussed, for example the effective means to attract talent as well as legal and ethical issues on hiring the manager. The latter part is vital since it has direct impacts on the reputation and image of the firm (Gerhart, 2006). Part A Recruitment criteria of the job We pay over S200k per year for the job; this implies that we are looking for an experienced manager to occupy the position. From this job title, business to business communication plays a crucial role. Proper and effective Communication are vital for managers in firms in order to perform the basic management functions, such as controlling, leading, planning, and organizing. Communication helps managers to perform their jobs and responsibilities. All crucial information is to be communicated to the firms’ managers who in-turn are required to communicate the plans in order to implement them. The managers’ language requirements are high so to minimise misunderstanding and conflicts in the organisation. Gerhart stated professional communication skills are so important that, with improper management or misleading conversation can be detrimental to a business (Erdem, 2006). Secondly, commercial sawy is needed of the manager to qualify for this post. Commercial sawy refers to the quickness and keenness in dealing and understanding the business situation in a manner that guarantees a positive outcome (Reilly, 2009). For one to be able to thrive in this role by being a valuable and important leader on a local level and a respected member of the entire global team responsible for management, you should bring strength and experience in financial management and marketing. Sales technique is also needed for this post. The new manager should promote the firm’s brand, services and products so as facilitate continual growth. This involves in depth knowledge pertaining to the organizations’ product, background and information. This can be used to sustain present clients and attract new clients. As a manager one should be committed to the project success and all team members. S/he should play a role in holding the vision for the collective team by making them achieve the result. Manager's commitment is responsible for pulling the team forward in times of hardship. Versatility and flexibility are important qualities a manager should possess. Versatility implies that a leader is able to quickly adapt to change on a dime when necessary. Both the qualities lead to speedy responsiveness (Gerhart, 2006). Lastly, planning skills and decision making skills are required. The position being advertised is considered to be second top hierarchy of the firm which implies that a new manager is only required to report to the Chief Executive Officer. S/he has to understand the organisations’ goal and develop proper plans so as to enhance or maintain the firms’ growth. Methods of attracting talent Social Networks Social networks have yielded fruits in the past when it comes to advertising job vacancies. Such networks include facebook, Twitter, LinkedIn, and Brazen Careerist. Members of such sites mostly share information, thus facilitate spreading the message about job openings to other people in these networks that are interested and qualified for the position. Internal Communication This method involves advertising job vacancies to our employees. They are well familiar to the company and are able to refer potential employees. This is done through the use of company internet, by sending emails or posting on the pages and blogs of the company's social network. Career Websites and Job Boards We tend to attract talent through the career websites, for example, Monster, CareerBuilder, and HotJobs by advertising the job vacancy. In most cases job seekers tend to use such sites to acquire about job vacancies that match their interests and skills. The advantage of using this method is most job seekers are able to see the company's openings. They are able to search by industry, state, experience or salary (Management and Human Resources, 2011). Staffing Companies It involves providing the staffing companies with information pertaining to any job opening at the business. We usually select a staffing company that offers staffing services in our industry. Staffing agencies pre-qualify potential candidates and promotes vacancies so as to ensure the job seekers meet minimum requirements before giving us their applications and resumes for review. The last method is the use other intermediaries to assist in screening and short listing many of the job seekers. Although it proves to be efficient and effective this action is quite expensive, and is similar to asking for assistance from rivals. Moreover, the firm’s reputation cab be affected negatively (Management and Human Resources, 2011). Ethical and legal implications of the recruitment decision The recruiting process has over the years earned a fairly bad reputation. It is seen as a profession whereby people promise what they do not tend to deliver, stretch the truth, and only act in self-interest. A firm’s reputation could be worsened in cases where proper management on ethics is not observed. Fluctuation will also happen in consumers’ loyalty. This implies that organisational profit and public perception to the firm are directly linked. During the advertising stage: When placing the advertisement, we always make sure that there is no discrimination against anyone on the grounds of sexual orientation, race, marital status, age colour, sex, physical attributes, and religion. The advertisement should not in any way break the law. During the interview stage: One should not use any sexist comments, even if it is a joke. The interviewee should avoid biases and treat the candidates equally. Assessment on someone's suitability for the post should be purely based on their experience and skills. Should a disabled candidate apply for your job, questions should be asked on how they can be helped to do their work despite their disability? No over promises should be made during an interview and realistic information should be availed to the candidates (Burke, 2001). Legal issues: The inclusion of marginal or unnecessary requirements in a vacant post advertisement leads to discrimination. Discrimination should be avoided during the jobs’ specification, job advertisement, and the selection process, including techniques used in assessment, timing and location of interviews, selection and interviewing criteria. Background check on the interviewee or applicant should be done. It is also vital to do a criminal records check on the candidate since the vacant position is considered to be a position of trust. The Employment Equality Regulations made in 2006 on regards to age, makes it illegal or unlawful for an employer to discriminate the candidates or applicants for a particular job on the basis of the candidates age, for example: • In determining who is the suitable applicant to be offered employment. • In employment terms that are being offered. • By omitting or refusing to offer employment Disability Discrimination Act This Act mentions that it is illegal for an employer to discriminate any disabled person: • In determining who should be given employment. • Employment terms offered to the disabled person, or • By omitting or refusing to offer employment to the disabled person. Part B. Effective and efficient ways to screen candidates Proper screening of applicants is crucial for continued success of any organization. Regardless of whether a firm has a human resources department, emphasis should be placed on the business welfare through implementation of a formal candidate-screening process. The following are some of the screening processes (Burke, 2008). Behaviour Description Screening: In this format, a candidate is asked on some of the actions s/he has ever made prior employment situations that could be similar to situations that are to be encountered in the advertised position. Results are then scored by use of a scoring guide made by personnel in human resources department. Comprehensive Structured Screening: In this format, an applicant is interviewed on current requirements and knowledge for the position, and ways in which s/he would perform duties or handle challenging situations. This format provides an assessment of an applicant's expertise. Oral Screening Boards: This technique requires the candidate to give oral responses to questions asked by the interviewers. Each member of the interviewers’ panel rates the interviewee on the basis of motivation, presentation, work history, and creative thinking. The scoring boards are subjective to the personal biases. Commonly used if there is a large number of applicants. The Situational Screening: It involves applicants being asked on what actions they would make in a number of job-related situations. It gauges: collegiality, personality, the problem-solving ability and professionalism. The applicant states the reactions or responses they would give in work circumstances and their and scores are made using a pre-set guide (Burke, 2008). The Unstructured Screening: This is a format where a several questions are asked of different applicants. Regardless of the screening format to be used, each candidates’ strengths should be eventually determined. In addition, the applicant is able to identify their own strengths and talents. Ethical and legal issues of recruitment decision In a firm with high ethical standards, all of the employees are responsible for their own actions. A manager's role is to ensure that, the main focus will always be placed on avoiding repetition of mistakes as well as finding solutions, rather than to always assign blame. Legal counsel should make decisions with reference to legal consequences (A.H, 2008). So as to prevent the privacy law bleach, the human resource department are not allowed to keep the applicants’ record after the post is filled. Moreover, the information acquired from candidates should be kept locked to prevent any access that is unauthorised. During screening, schedules and procedures are made in a meeting to assess the applicant. Before the start of the interview, the applicants are informed that their recordings and information is only used for recruitment (I.H, 2011). After a selection has been made on the suitable candidate, the rest of the other applicants’ information will be erased (Burke, 2008). The main aim is to let the candidates know that there private information would not be used for profit. This fosters fairness during the recruitment process. Conclusion An interview usually precedes a hiring decision, used in evaluation of the candidate. The firm should manage ethical and legal issues properly. Potential job opportunities are also included during career fairs and networking events (Meyer, 2009). So as to employ a suitable and the appropriate person, stimulatory questions have already been prepared in order to adequately understand his vision and capabilities. The job interview is seen to be the most useful tool in the evaluation of potential candidates. Recruitment processes demands huge and significant resources from the employer. References A, H. (2010). From science to practice: The seven principles for conducting interviews. Applied H.R.M. Research, 12, 121-125. A, H., & p, R. (2008). Racial group differences in the employment interview evaluations. Journal of Applied Psychology, 83(4), 180-182. Burke, W., Pinsky, L., & Press, N. (2008). Identifying ethical, legal, and social implications. Am J Med Genet, 106(3), 233-240. Erdem, M. (2006). “Measuring the impact of human resource management practices on hospitality firms’ performances. International Journal of Hospitality Management, Volume 25, 200-211. Gerhart, B. &. (2006). The impact of Human Resource Management on organizational performance: Progress and prospects. The Academy of Management Review, 39, 779-801. I, H. (2011). An empirical review of the employment interview constructs literature. International Journal of Selection and Assessment, 19(1), 62-81. M, C. & D, P. (1997). Personnel Psychology. A review of structure in the selection interview. 50, 655-660. Meyer , W. (2009). Nonverbal cues in the employment interview: Links between interview judgments and applicants judgements. Journal of Applied Psychology, 70(4), 720. R, M., & M, C. (2005). The importance of social skills, personality characteristics, and teamwork knowledge. Personnel Psychology, 58(1), 583-585. Appendix • Sales & Marketing Focus • Global Organisation • $ 200k+ salary • Start ASAP Our global organisation, which is in the FMCG industry, is looking for a dynamic, driven and commercially well informed candidate to be the Managing Director. We are rapidly increasing and have recently opened a Melbourne office. This is a full time job and the Managing Director will be responsible for the Melbourne operation and will play an important role in local level success by ensuring that there is a constant flow of supply chain as well as determining ranges in products. The starting salary per month for the manager will be $ 200k. 1. Responsibilities: 2. Leading and building your team. 3. Executing and initiating marketing strategies. 4. Establishing distribution programs that are world- class. 5. Managing strategic distributors’ relationships and ensuring that there is a constant flow of supply chain as well as determining ranges in products. 6. P&L responsibility. Requirements: • Effective and strategic planning skills • Mature minded and should be able to completely work autonomously • Relevant experience in a capacity of GM. • Demonstrated ability to negotiate and influence successful outcomes. For a private discussion call Melissa Martin on 9593 2990 or send resume to resumes@theclaritygroup.com.au. All applications will be private and confidential. Web link for the job: http://www.seek.com.au/Job/managing-director-australia/in/melbourne-eastern-suburbs/22937208 Read More