Factors Affecting Selection and Recruitment - Elektronika - Case Study Example

Name: Course: Lecturer: Date: Elektronika Resourcing talent Task 2 Quality of job description as well as person specification is very necessary for both human resource manager and the candidate. Job description assists both clients as well as candidates to get the appropriate employee for the advertised job as well as the organization. It also helps the candidate to be attentive of the relevant duties as well as skills needed for the place. The appropriate job description can also assist the human resource manager in performance reviews and sets clear connection between workers and business results. The job title is carefully chosen, as well as the identification that describes the location of the job in the firm’s structure. The identification also shows reporting and the candidates roles. It also indicates the level of reporting as well as salary range. On the other hand, job description should be improved by indicating the environment of the position. This should include; working condition, fringe benefits, remuneration, travel requirements as well as any other unusual features of the work. It is also good to describe the organizational culture since it greatly impacts on the employees (Hanlon, pg 150). Person specification is an image that entails talent, knowledge as well as experience that is needed to perform a task. Person specification has been used to draw up the advert and in short-listing as well as interview procedure for the post. Personal qualities under the person specification should be improved by including the interpersonal skills, presentation as well as personality characteristics. This assists in selection and recruitment process of candidates and ensures that the appropriate candidate is selected for the job as Ashworth & Saxton (pg 3-25) explains. Task 3 Factors affecting selection and recruitment Internal factors Size of the organization The size of an organization affects the recruitment process since large firms’ recruits more candidates than small firms. This is because large firms find recruitment less difficult than undersized organizations (Camisón et all 2004). Image of the organization An organization with a good picture can draw possible as well as competent candidates to a large extent. The name of an organization is enhanced by good public relation and rendering public services. External factors Demographic factors This is the study of human populace in terms of age, sex, occupation, religion, composition, and ethnicity. These factors always have reflective influence on recruitment procedure (Gerber et all, pg 243-254). Social and political environment The recruitment policy of an organization is influenced by the forces of social and political environment. For example, the transformation of government can directly impact recruitment policy of a firm since rules and regulations changes. Use of web 2.0 technology and social networking in recruitment Benefits Use of web 2.0 technologies and social network leads to cost-effective recruitments of high-calibre staff. The human resource manager can gain a lot of information concerning the candidate which can assist in making decisions on whom to employ (Marsden et all, pg 467-502). Challenges The web 2.0 technology and social networking has obtained the image of negatively upsetting staff productivity which most of the companies are afraid of. Use of web 2.0 technology and social networking exposes the privacy of the applicant since the information can be accessed by many individuals (Hoogen, pg 18). Since electronika is a small organization that has existed for only eight years, use of web 2.0 technologies and social networking would successfully work for this organization. This is because the organization needs high qualified personnel for it to succeed and use of technology and social networks can lead to this. Other recruitment strategies Employment agencies Elekronika organization can also use employment agencies in their recruitment. The agencies maintain a database of individuals looking for an employment. This can be useful for the firm since it assists in identifying the particular skills that are needed (Carroll, Marilyn, pg 236-250). Executive search consultants Executive search consultants also known as headhunters are employed to look for people with a unique blend of skills who might be enticed to apply for the job. Elektronika can use this strategy in recruitment since it guarantees the organization of getting the best as well as qualified candidates. On the other hand, this strategy of recruitment takes time Selection methods Online screening and short-listing Initial screening of the candidate is normally based on evaluation of the applicants experience as well as qualifications against the requirements of the job. This can be the best method to use in electronika firm since it automatically filters applications which saves time. Presentations In this strategy, the applicant is offered a topic and given a time frame in order to deliver a presentation on the given topic. This strategy can be beneficial in elektronika since the required person to fill the vacancies is a senior post (Robertson, pg 963-982). Interviews Prearranged interviews are the most efficient mode of interview in organizations. Elektronika can use this method since it gives the best as well as qualified candidate since the interview questions are formed through the identification of the major requirements of the job (Robertson, pg 963-982). Task 4 Shop managers required Elektronika organization is in need of three shop manager who will be in charge of our new shops that are to be opened in few weeks time. The qualified candidates for the posts will be in charge of product display and promotion, ensure clients enjoy shopping in our firm, manage the staffs and ensure clients are well informed. The applicant should have knowledge off marketing, public relations, information technology, and budget management and be able to work with council officials. The applicant should also have customer care knowledge and be in a position to manage a small group of staff. The candidate should be in a position to compete with other retail electronics shop in the area in order to meet the target of the organization. The manager will be reporting to the regional operations manager and will be managing the supervisors and the staff who are four time full time and seven staffs part time. The salary for the qualified candidate is 38, 450 Euros per annum which is £30,000 per another organization’s application form are available on our website and they can also be picked at our headquarter office. Any qualified candidate should drop the CV to our head office and wait for the interview. The deadline for submitting of the applications and CV’s is two weeks from now. To: Ana Dusek Subject: Selection criteria for short-listing candidates As a result of the advertisement our organization made, we have received 18 CVs an application forms for the candidates who are interested working in our organization. Education qualifications, professional qualifications, professional experience as well as the evidence of competencies the candidates holds are the main qualities that we should focus on. The application should be evaluated in relation to the essential and desirable criteria. The document should be screened in order to determine whether the candidate have required selection criteria. About 8 candidates had spelling mistakes in application forms which are declared a disability and 4 of them had not been employed for a long time. Three have had periods of inactivity between work and study. The rest were qualified for the manager’s posts in our shops. Task 5 Required skills Hi Lawrence, thank you for coming in today. I am jean, the human resource manager in elektronika organization. This is our headquarter and hope you enjoy the site. Can i get you coffee or water? In the next one our i and other two members will be asking questions connected to the skills necessary for the position. You will also have a chance to ask question that you may have about the position in order to know whether this fits you. Questions to be asked What were the most significant roles in your most current position? What achievements made you proud in your most current position? How do you feel about the position? What makes you most interested about the position? How did you select your major in college? What kinds of skills did you acquire as a result of your education? Give me an instance of a time when you found errors at your work and what caused the errors? How you corrected the errors? Have you ever used analytical skills to solve a problem? How did u do it? Tell me about the change that you were required to manage in your firm? How do you respond quickly in a transforming environment? Thank you for coming. We appreciate you coming and your interest in this position. We will get back to you as soon as we are done with the interview. Feel free to contact us at www. Elektronika .com and ask any question that you may have. References Robertson, Ivan T. "lies, PA, Gratton, L., & Sharpley, D.(1991). The impact of personnel selection and assessment methods on candidates." Human Relations (1991) 44.9: 963-982 Carroll, Marilyn. "Recruitment in small firms: processes, methods and problems." Employee relations 21.3 (1999): 236-250. Marsden, Peter V., and Elizabeth H. Gorman. "Social networks, job changes, and recruitment." Sourcebook of labor markets. Springer US, 2001. 467-502. Camisón-Zornoza, C Lapiedra-Alcamí, R, Segarra-Ciprés, M, & Boronat-Navarro A meta-analysis of innovation and organizational size, Organization Studies, 2004 25(3), 331-361 Gerber, Pierre Daniël, Piet S. Nel, and Pieter Stephanus Van Dyk. Human resources management. Southern Book Publishers, 1995. Hanlon, Dennis J. "Vision and support in new venture start-ups: an exploratory study of Newfoundland firms." (1999). Ashworth, P. D., and Judy Saxton. "On ‘competence’." Journal of Further and Higher Education 14.2 (1990): 3-25. Hoogen, Elise van den. The Role of Social Media in Recruitment and Selection Processes. victoria: pearson, 2012. Read More