Ideal Process for the Hiring of an Employee - Research Paper Example

?The process of hiring a new employee starts by placing advertisements about the job opening at your organization. The advertisement must describe the key credentials and attributes the candidate must hold. The advertisement should be placed in different places across various channels including the written press and the internet. Placing ads at online job placement sites such as Monster.com can be an effective way to attract traffic quickly to the advertisement. The ad will state that interested parties can apply to the job by sending a copy of their resume to an email or physical address. Once the company receives the application the next step of the process to hire a new employee is to evaluate the resumes the applicants send. To filter out the resumes any candidate that does not meet the minimum educational requirement of holding a bachelor’s degree is automatically disqualified. The job experience of the candidates is another important criterion that must be evaluated carefully. The interest of people often provides clues about the personality of a person. The company does not want underqualified or overqualified candidates. The human resource department must select a list of the best candidates. Once the best candidates are identified the company must perform a preliminary background check of the candidates. The first background check technique will be to perform a Google search of the candidate. The next background check is to ask the candidate once he is contacted for an interview for a certificate of good conduct from the police department. The human resource department will contact all the references the employee named in his resume. The top candidates are going to be contacted via phone and email to arrange a meeting for an interview. The company will ask the candidates to bring a copy of their bachelor’s degree or master’s degree, a certificate of good conduct, a transcript of college grades, and a list of at least three references. Prior to the interview the applicant will fill out a written application for the job. This application will give the company a chance to obtain more information about the candidate that can be used in the selection process for the position. Once the applicant completes the paper work the person will then proceed to be interviewed. The initial interview is a screening process to shorten the list of candidates. The first interview is going to be performed by the director of human resources of the company. In this screening interview the interviewer will test the communication abilities of the candidate and the HR director will provide the candidate with additional information about the company. At the end of the verbal interview the candidate will be taken to a test room. There the candidate will be submitted to an I.Q. test and emotional I.Q. test. Then the candidate will take tests to test cognitive abilities. The final test the company will perform on the candidate is a simulation. The results of the tests will be evaluated by the human resource department. The HR department will make recommendations of the best candidates that should move forward in the process. Once the top management picks the best candidates a second round of interviews will occur. The top ten candidates will move forward to the second round of interviews. The HR department will notify the candidates via phone and email about the date and time of the second interview. The second interview is going to be conducted following the panel interview format. The candidates will be interviewed by several people at once. The three members of the interview team are the immediate supervisor for the position, the general manager, and the chief executive officer of the company. The future immediate supervisor will lead the interview with the other two members of the panel jumping into the conversation and making questions of their own randomly. One of the things that will be tested by this interview is whether or not the candidates can handle stressful situations. At the end of the interview the candidate will be have perform a more advanced simulation exercise than the one performed during the first round of interviews. Once all the candidates are evaluated the HR department will select the best three candidates for the position. A third final interview will be performed by the future immediate supervisor of the candidate. The supervisor will test the knowledge of the candidate on current events related to the industry of the job position. He will also ask question regarding ethical situations to test the integrity to the candidate. A question concerning conflict in the workplace will help the company determine the ability of the candidate to adapt to situations and the person’s behavioral patterns. The interview will also ask questions concerning the candidate’s goals in the near future and whether the person would be willing to continue to study to obtain a masters degree if the company help finance the educational venture. Selecting a person to fulfill a vacancy job position is not an easy job. It requires the expertise of the human resource department to perform an adequate selection process. When companies do not have human resource departments they can outsource the recruiting function to a HR consultant. If a firm cannot afford to hire a HR consultant then the function of hiring a new employee should be delegated to the manager of the company. Most managers have taken at least one human resource course during their business training in school. Managers also have great interpersonal skills which can help them in interview process and in assessing the skills and abilities of potential workers. If the manager needs help in the recruiting process he should report the problem to the board of directors or ownership team. It is a bad decision to continue the process without proper knowledge of how to apply human resource practices. Receiving advice can help prevent managers violate the labor laws of the United States. A discrimination lawsuit would be much more expensive than hiring a business consultant for advice. The entire proposed hiring process is unbiased. Things such as personal appearance will not be consider since the decision to hire candidates will be based solely on their skills, abilities, experience, and credentials. Read More