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To increase the success rate of recruitment and selection, properly written job offer content, job interview, and employment contract will be tackled in details.
Job offer content indentify what is expected from a job applicant for a particular post. To increase the understanding between the job applicants and HR manager concerning the available job, job offer content should be written short and straight to the point. Preferably in point form, job content should include the date when the applicant is expected to report back to the company, duration of the employment contract, the job description and responsibilities, work options like part-time job, flexy time at work, job sharing, paid or unpaid leave, compensation packages, and rewards.
Attracting prospective applicants remains a challenge to most HR managers. Therefore, HR managers should make use of effective HR strategies like work flexibility, compensation packages, and rewards at all times. Work flexibility includes offering new employees the option for a “part-time job, flexy time at work, job sharing, and unpaid leave” (Hough & Oswald 2000, p. 632; Secord 2003, p. 173). To increase the chances of attracting competitive applicants, the HR manager may apply the concept of work flexibility in the job offer content.
Job interview is the stage wherein the HR manager can personally assess the qualification and personality of a job applicant. During the official job interview, HR managers are expected to inform the applicants about a particular job responsibility aside from identifying each individual’s working abilities, acquired skills, educational background, and previous work experiences necessary to allow the person to perform a given job position (Stone 2005, p. 10). Likewise, HR managers should be able to conclude whether or not the job applicant is capable in performing the work expectations for each post. Through keen observation, it is also during the job interview when the HR manager could
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