Flow Charts and an Accompanying Memo - Assignment Example

Flow chart 1 indicating the problem in the company (a laborious and manual process of recruitment and selection of job candidates) Cited from (Agarwal, Achla, Agarwal Krishna, Goadrich Laura and Goadrich Mark 20). Flow chart 2 indicating the solution in the company (automation of the recruitment and selection process of job candidates) Cited from (Agarwal, Achla, Agarwal Krishna, Goadrich Laura and Goadrich Mark 20). Internal Memo To: The Manager of Master Computer Services Company. From: Human Resources Administrator. Subject: Innovative recruitment and selection process for the senior level staff members. Date: 14th November, 2014. The main intention of this memo is to inform you about the need to adopt an innovative recruitment and selection process for senior level staff members. It is apparent that the former human resource’s method of recruitment for senior level staff members is the main cause of weak decision making in the Master Computer Services Company. Indeed, the Company has been conducting a poor recruitment process. The former HR’s recruitment process is attributed to an ongoing recruitment cycle of trial and error, such as, the use of non automated recruitment processes and recommendations. The company has been spending considerable amounts of resources and time, and ending up with the wrong candidate. It is the right time for a change for the betterment of the Company. In order to guarantee a steady growth and attainment of the set company objectives, it is of the essence to consider a dynamic recruitment process. It is also apparent that many companies, at present, are adopting innovative recruitment processes for senior level staff members, especially our competitors. Additionally, our competitors have broadened their horizons on the subject of recruitment approaches. In particular, Companies are investing in the social media channels, such as, Facebook, Twitter, LinkedIn and Job websites to find prospective employees. On the other hand, companies consider the mobile and online applications to recruit staff members. These activities indicate that managers and human resource administrators see the value of technology in targeting the highly qualified and relevant candidates for job positions. It is also clear that acquiring the right candidate for distinctive job positions is not an easy task. This is considering that our company has been spending considerable amounts of time, money and resources in conducting a recruitment process (wh­ich entails combing through hundreds of academic and work portfolios) and still end up with hardly any reliable candidates. The innovative recruitment solution for the Company The Master Computer Services Company must adopt new and innovative ways of recruitment of its senior staff members in order to save on the recruitment costs and resources. This will be made possible by considering the following new and innovative recruitment approaches. Social channels of recruitment - Social channels are developing fast and many employers are considering using the social media to reach out to the potential candidates (Collings and Wood 67). For example, Facebook, Twitter and LinkedIn are significant examples of social online platforms where prospective candidates are available. In this regard, employers have established this fact and embarked on utilising the social media platforms effectively. Particularly, LinkedIn is a significant example of social media platform that applies the detailed recruitment features, favouring both the employers and the prospective candidates. A number of employees have shown a significant use of LinkedIn in finding the relevant candidates, considering that it has a platform for employers to check the education, skills, background and employment information of candidates (Collings and Wood 67). In addition, it has incorporated referrals, automated and inventive communication channels that suit both the employers and the candidates. Facebook, on the other hand, presents a significant platform for companies to place job openings on pages or group posts for prospective candidates to submit their applications. A number of companies utilise their Facebook platforms for advertising available job posts before considering other viable advertising options. Twitter is a fast developing social channel that offers both employees and candidates an effective platform for communication. Referrals - This is a term that stands for finding background information on the subject of a prospective candidate for a job position. Many companies consider this as a preferable option for acquiring the relevant candidates (Armstrong 26). However, referrals can be improved when digitised and automated. This is, for the reason, that employers will apply innovative techniques to sieve through prospective candidates in order to acquire the highly relevant, particularly, when hiring staff members internally. Automated online job applications – In the modern day, employers are considering the use of automated channels to recruit prospective candidates for a job position. This is a preferable method, given that it reduces the amount of time and resources required to go through numerous numbers of portfolios for the prospective candidates (Armstrong 27). This is considering that big companies receive thousands of applications from a single job post/advertisement. Therefore, automating a number of processes in the line of recruitment will make the recruitment process efficient and effective. For example, a number of automated online applications integrate live support applications that boost the filtering process of the prospective employees (Collings and Wood 67). The selection approaches Review of provided information – This is the first step under the selection category which encompasses reviewing the candidate’s portfolio and academic testimonials provided in the application forms (Armstrong 31). This is done with and aim of filtering through to establish those who have surpassed the minimum/general requirements of the job opening. Job Interview – This involves filtering through the prospective employees who passed the first selection process. At the job interview, the candidates present the original documents for verification by the job interview administrator. In other occasions, the selected group may be required to sit for an oral/written test to establish their aptitude levels Referees – This is one of the significant points for sensitive job openings, such as, senior staff members of an organisation or companies, such as, banks or image sensitive firms (Armstrong 32). At this point, the employers consider acquiring recommendations and referee information about the prospective employees before entrusting any of them with the job position. Analysis of the recruitment and selection approaches From the approaches of recruitment and selection presented, it is apparent that the complex channels are highly-priced. For example, it is expensive to adopt a fully automated recruitment and selection process as measured up to the use of referrals or social media channels, such as, Facebook or Twitter. However, it is also apparent that utilising the automated recruitment and selection process leads to efficient and effective process that help in acquiring relevant candidates for the job positions (Armstrong 34). On the other hand, using the social media channels to recruit candidates still result to a manual and laborious selection process, such as, analysing the portfolios and academic testimonials. Nevertheless, the use of referrals may still be labor intensive considering that employees may still require going through the candidate’s academic testimonials in order to ascertain his or her suitability even when the background information is convincing. Recommended approach Therefore, the automated online application is recommended for the Master Computer Services Company. I would like you to grant me the permission to implement this automated online application in our company, as a parallel system, given that it is effective and efficient. This will enable me to demonstrate the effectiveness of my solution to the problem of hiring irrelevant candidates. It is worth the investment of the company’s time and money, considering that it integrates less labor intensive recruitment and selection processes for the prospective candidates. In particular, it will help us acquire the relevant candidate in a well-organized way. On the other hand, the social media channels are considerable and recommended options when integrated with automated systems of recruitment and selection. Works Cited Agarwal, Achla, Agarwal Krishna, Goadrich Laura and Goadrich Mark. Problem solving with flowcharts and a little flavor of programming with python. Bossier City, LA 71111, United States: Bossier Parish Community College. 2010, Print. Armstrong, Michael. A handbook of human resource management practice. 11th ed. 2009. London: Kogan Ltd. Print. Collings, David. and Wood, Geoffrey. Human resource management, a critical approach. New York: Routledge. 2009. Print. Read More