Recruitment and its importance for turnover, growth and productivity
Recruitment : Job Announcement and Job Bulletinwherein these two can be used as this will help in saving money of agency and increase the success of recruitment process as well
Selection : Legal Documents and personal documents such as mark sheets, other identity proofs are required as this will help in identifying the candidate and to create bank accounts with the organization as well . (Roth et al., 2016)
Induction: Data Protection Consent Form and Induction feedback formare the two documents that are required in the induction process wherein the consent form is essential for the safety of the candidates in the organization. The feedback form is provided to the candidates as once the induction program is finished, they can include their feedbacks on the different programs
The employee life cycle is the concept of HRM that helps in describing the different stages of time of employees with a respective company and the role of HR department at each stage. The recruitment will help in turnover, growth along with productivity. The different benefits and compensation packages are developed in recruitment process. Furthermore, selection helps in determining whether the candidate is fit for the job or not in the respective company.
Recruitment is the stage wherein decisions relating to hiring takes place and it has crucial role in turnover, productivity and growth of employees. It helps in creating strategic staffing plan along with analysis of the best packages on compensation . (Roth et al., 2016)
Educationis the process that begins as soon as the employees start with the new position. In this phase, it is essential for HR to communicate with culture and values of the company and introduce the new employees to rest of the other staffs
Motivationis essential process that is required in order to create bond among the employees. The HR needs to motivate new hires by keeping them engaged in different tasks and offering them non monetary and monetary motivational factors (Chiang, & Suen, 2015)
Evaluationis the process wherein the supervisor evaluates along with measuring performance of employees and select candidates who are suitable for the post
Celebration is the process wherein this will provide HR life cycle provides opportunity to reenergize the staffs in an effective manner (Chiang, & Suen, 2015)
- Equal Pay Act 1970 is the act that is essential while recruitment and selection process as all the employees both female and male have the right o get the same pay after performing same kind of tasks
- Sex discrimination Act 1975 is mandatory in process of recruitment and selection as the equality is the key criteria in different organizations as both female and male candidates should and must be treated equally
- Equality Act (Sexual Orientation) Regulations 2007 is the law that has been introduced in 2007 wherein the all the candidates has to be treated in an equal manner as this will help them in improving overall situation of the country
Fair Work Act 2009 is the act that helps in including the different requirement for employees to be provided with fair work information statement. The key information that is required to be mentioned in the sheet is as follows:
- Right for requesting flexible working arrangements
- National Employment Standards
- Termination of employment
- Right of entry (Greiner, 2015)
- Role of fair work Ombudsman and fair work commission
- Modern awards
- Freedom of workplace rights
Legal and personal documents required in the selection process
Local Newspaper is one of the method wherein through local newspaper the vacancy can be posted as this will help in attracting candidates to apply for the required job easily
Targeted Online Job sites is the other technique wherein the job sites can advertise the different vacancies in big firms and the interested candidates can call or mail their resumes to the provided mail IDs and call on the phone number provided
- Social Networking Websites is the other form wherein the social networking websites is the best way for advertising the vacancy in an effective manner and this will attract most candidates in an effectual manner
- Digital advertising is one of the technologies wherein it includes cell phone and it is dominating the media mix. The candidates can be contacted with the usage of social media such as Instagram, Snapchat and Facebook (Johnson-Busbin et al., 2018).
- Outdoor advertising is the other technology wherein this will help in reaching to the customers when they are away from their home. This kind of technology includes the fly posters, bus shelter posters as well
To know in detail the different whereabouts of the resume of the candidates as this will help in checking and matching the competencies in an effective manner as this will help the interviewer to analyze the weaknesses of candidates (Prasad & Devi, 2016)
Proper explanation of how the entire interview will take place to the candidate as this will help in making them feel comfortable and understanding the issues that can be faced by them while the process of interview. The different methods has to be explained to the candidates in an effectual manner as this will help the candidates to know about the different rules (Lane, Armin & Gordon, 2015).
- Face to Face interviews is one of the selection technique that takes place in every organization as this process helps in understanding the personality of the individuals in an effective manner and huge amount of knowledgeable information is exchanged
- Preliminary Screening is the second method wherein the company chooses the best employees from the existing candidates. The method is effective way in choosing the suitable candidates for job
- Structured Interview Testsis the third method wherein it helps in analyzing ability of the candidates and it helps in generating standardized results in the organization
The psychometric tests help in adding level of standardization and objectivity and testing beats the gut feel of individuals . (Roth et al., 2016)
In psychometric tests, the results are measurable in nature and this will help the company in selecting the right candidates
It helps in representing a positive brand of the respective company as the tests will help in determining the skills, strengths and weaknesses of the employees (Swider, Zimmerman & Barrick, 2015)
It helps in shaping the strategy of HR in an effectual manner as the quality data is essential in nature in measuring the effectiveness of candidate
Skill tests help are valid in nature and it helps in understanding knowledge of applicants relating to MS Word and its features (Swider, Zimmerman & Barrick, 2015)
Skill Tests are adopted as they are reliable and consistent in nature as this helps in analyzing the knowledge of the candidates on different programs
Skill tests help do not discriminate between different individuals based on anything, but it helps in taking into account the ability to demonstrate different skills and application of their skills
The recruitment decisions should not be based on one selection method alone as the different selection procedures have different techniques. There are different companies that use different techniques of selection process and this may not be suitable for all the other companies. Therefore, it is appreciable that recruitment decisions should not be based on single process of selection method alone. For example-there are companies wherein they do not follow all the steps of selecting their desired candidates, however, there are companies that follow all the steps and there can be variation in it.
The different stages of the HR life cycle
Please note that the subject of all mails will be Recruitment of HR Advisor
As per our discussion in the meeting, for the recruitment for Human resource Advisor as a part of the workforce strategy of the University, I would like to seek your consent as to proceeding with the recruitment strategy. The Job description of the advisor has been provided below:
Job Role
The HR Advisor will be the primary point of communication for all the recruitment aspects of the University. He must advice the given managers for the most effective ways of filling in the various vacancies in an organization and even manages the whole recruitment procedure.
The advisor will also be responsible for conducting the performance management and relations of the employees along with the managing their grievances as well as disciplinary capability performance. He or she will also be making sure that all queries are dealt with promptly and correctly.
- Informing the employees regarding to their rights.
- Monitoring, updating as well as reviewing all the HR policies periodically.
- Maintaining healthy staff relationships.
- Assisting the recruitment campaigns
- Helping the line managers to handle employee relations and other performance management procedures.
- Skills and competencies
- Masters degree in Human Resource Management
- Team player and good interpersonal skills
- Well aware of HR Systems
- Proficient in IT programs, administrative and organizational skills.
- Good at problem solving.
The average salary will be $30000 annually.
Kindly go through the given description and advise upon the next step.
|
February`18 |
Postings and online advertisements |
|
March`18 |
Short listing from the first round. |
|
April`18 |
Selecting the qualified ones for the selection process |
|
May`18 |
Interviews with different candidates |
|
May`18 |
Final selection |
|
June`18 |
Document processing and other required legislative rules |
|
July`18 |
Employment begins |
|
July`18 |
Training period in the University |
|
August`18 |
Posting |
|
December`18 |
Permanent period begins |
I request you to go through the timeline and description and advice on the same.
Regards,
Upon receiving your confirmation I have prepared the job advertisement for the given role, kindly go through the details and advice upon the same.
External advertisement
Post: Human Resource Advisor
University of Green hill seeks to invite all applicants for the post of a Human Resource Advisor. The Human Resource Advisor needs to initiate effective relationships with the line managers.
- Performance management
- Recruitment and selection
- Learning and development
- Human resources policy
- Reporting and management of human resources metrics
- Leadership
- A territory degree in HRM and extensive knowledge and relevant experience of the HR environment.
- A track record of managing strategic business relations well
- Knowledge of coaching and communication
- Commitment towards health and safety of the policies of the organization and imparting training on these areas as well.
If a candidate is interested to apply for this rewarding and interesting job role, then the resume may be forwarded ABC at [email protected], or mail to:
This is to bring to your notice that the university is looking out for a suitable candidate and the requisites are as follows:
Job title: Human Resource Advisor
Department: Human Resource
Location: Head office
- Performance management
- Recruitment and selection
- Learning and development
- Human resources policy
- Reporting and management of human resources metrics
- Leadership
- Working in the organization for over 13 months
- Adequate qualification
- Team builder
- Problem solving skills
Application process and deadline
This is because they are pre-recruitment services and have a qualified list of candidates with them with adequate background testing.
Campus recruitment
The given is chosen because, students from good universities have acute knowledge and comprehension skills.
As per our last conversation, we have received some applicant interests. I have enclosed certain interview questions in the given, kindly take a hint and proceed with the interviews.
- Describe your management style.
- How will you drive results being an HR Manager
- Describe a thing you may not like about your job as an advisor.
- Hat according to you would be an idle work place?
- What is your perception about job eliminations?
- In your previous work experience, elaborate a tough experience with a manager and describe how you handled it.
- In your previous work place, tell us about how you did not follow a policy and how did you go about it?
- What is your definition of unethical? Have you ever encountered a situation like that?
- If you were the interviewer in the given scenario, what questions would you have asked me?
- What trends do you see in the Human Resource Sphere in the coming years?
Secondly, the following panel has been suggested:
- AFD
- QWR
- KLM
The given panel has been selected because they have been in our organization for the past many years and has adequate knowledge about what is expected out of a HR Advisor.
The given candidates have been shortlisted for the final selection process:
- Reita Faria
Due to her extensive experience in the banking industry and her successful completion of interview rounds.
- Samiya Johns
Adequate experience has got the lady selected.
As per our discussion, please come for a round of interview with us on 21/02/2018 i.e. Wednesday at the below-mentioned venue, at 11.00 am.
Venue details – University of Green Hill
Please carry a copy of your updated CV and one passport size photograph.
Kindly revert to us with your acknowledgment.
The interview schedule has been given:
- Reita Faria
- Samiya Johns
References
Cascio, W. (2018). Managing human resources. McGraw-Hill Education.
Chelladurai, P., & Kerwin, S. (2017). Human resource management in sport and recreation. Human Kinetics.
Chiang, J. K. H., & Suen, H. Y. (2015). Self-presentation and hiring recommendations in online communities: Lessons from LinkedIn. Computers in Human Behavior, 48, 516-524.
Daley, D. M. (2013). Strategic human resources management. Public Personnel Management, 120-125.
Greiner, B. (2015). Subject pool recruitment procedures: organizing experiments with ORSEE. Journal of the Economic Science Association, 1(1), 114-125.
Johnson-Busbin, J., Busbin, J. W., Boles, J. S., & Barksdale, H. C. (2018). Interfirm Structure and Buyer-Salesperson Behavior Impact on Relationship Outcomes. GSTF Journal on Business Review (GBR), 4(1).
Lane, T. S., Armin, J., & Gordon, J. S. (2015). Online recruitment methods for web-based and mobile health studies: a review of the literature. Journal of medical Internet research, 17(7).
Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource management at work. Kogan Page Publishers.
Pinnamaneni, N., Xu, D., & Findley, H. (2015). Strategic Human Resource Management.
Prasad, M. V., & Devi, M. U. (2016). A Study on Recruitment and Selection Process with reference to Hindu Temples in Visakhapatnam, AP, South India. Indian Journal of Arts, 6(20), 166-177.
Purce, J. (2014). The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.
Renwick, D. W., Redman, T., & Maguire, S. (2013). Green human resource management: A review and research agenda. International Journal of Management Reviews, 15(1), 1-14.
Roth, P. L., Bobko, P., Van Iddekinge, C. H., & Thatcher, J. B. (2016). Social media in employee-selection-related decisions: A research agenda for uncharted territory. Journal of Management, 42(1), 269-298
Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management. Routledge.
Swider, B. W., Zimmerman, R. D., & Barrick, M. R. (2015). Searching for the right fit: Development of applicant person-organization fit perceptions during the recruitment process. Journal of Applied Psychology, 100(3), 880.
Truss, C., Mankin, D., & Kelliher, C. (2012). Strategic human resource management. Oxford University Press.
Order an Essay Now & Get These Features For Free:
Turnitin Report
Formatting
Title Page
Citation
Outline
