Importance of Recruitment and Selection Process
The report presents a brief overview of the recruitment and selection process to attract 20 tutors for a new college delivering business degree courses in Peter borough. It explains the roles, importance, methods of recruitment. It also explains the selection process and its importance to attract the new tutors for a new college in Peterborough. The report tells how recruitment and selection process plays a significant role from a company’s perspective as well as candidate’s perspective. It also explains the application procedure, job description, and personnel specification procedure.
Recruitment is the process of attracting, selecting and appointing an appropriate candidate for employment within an organization. On the other hand, selection is the process of putting right applicant for right job and employment. It is the process of matching candidate skills and qualifications according to organizational requirements (Hennink, 2007). The recruitment and selection processes help to reduce turnover in the company. In this report, a person makes a plan for the recruitment and training strategy to attract 20 new tutors for a new college delivering business degree courses in Peterborough in September 2014. There are some important points to be kept in mind they are such as.
Recruitment and selection strategy plays a significant role to attract the 20 new tutors for a new college in Peterborough (Stahl et al, 2007). There are some reasons for having clear recruitment and selection strategy which are discussed below.
- Recruitment and selection process are important to fill up the right position for right candidate.
- The suitable and appropriate tutors can be selected through this strategy for new college in Peterborough.
- It helps to meet the future and legal requirements of new tutors in college.
- Top management can check the background, skills, and qualification of new tutors through the recruitment and selection strategy.
- The selecting tutors also endorse core value of the association therefore; the college can also find the loyal tutors for the association (Boselie, 2010).
There are many sources to attract external candidates which have been discussed below.
- Advertisements: Advertisements is one of the important methods to attract 20 new external tutors for doing job and employment. Advertisements can be used by the colleges who want to appoint new tutors for teaching. In this method, companies give ads and advertise in news papers to attract potential applicants (Dowling, 2008).
- Employment agencies: There are many private employment agencies who register applicants for job and employment and they keep the data of potential candidates in their data bank. There are many popular agencies in our country such as ABC consultants, Ferguson Associates, Data metrics and S.B Bilimoria. Generally, agencies invite applications and short list the appropriate candidates for the company. It is an important source to select the new tutors for delivering business success courses.
- Campus recruitment: This method is also suitable to recruit the external tutors for a new college in Peterborough. It provides benefits to the college because in this method, most of the candidates are available at one place and interviews are also scheduled for short time period.
- Deputation: In this method, the company sends to a candidate to another organization for a short period of time such as 2-3 years. In deputation method, the company does not have to bear the cost of training and induction. So it is a very useful method to appoint new tutors in new college for delivering the various courses in Peterborough.
- Raiding and poaching: This method is also suitable to attract external tutors. In this method, the company offers proper terms and conditions in order to attract qualified applicants for the job (Dessler, 2009). Therefore this source provides a framework to recruit new tutors in college for delivering the business degree courses.
There are few ways to check the background of new tutors which are as follows.
- Public records: The colleges can check the public records of tutors. The public records included three records which are such as, the local police records, county records, and the state correctional records. Besides this, public records keep information about the candidate marriage, divorce, property ownership, and arrests records.
- Outsourcing is also a good method to check the background of new tutors. There are two options available in outsourcing, to check the background of applicants. The two options are as private investigators and background check websites. Through this method, top management can obtain the information about the background of new tutors.
- Personal history and references: There are three options available under this method to check the background of candidates. The three methods include employment history, personal references, and academic history.
- Searching and social networking: Social networking and online searching is another source to check the background of candidates (Marchington et al, 2016).
The application procedure of recruitment plays significant role in recruitment and selection of employees. The application procedure of recruitment has been discussed below.
- The first thing employers need to do in recruitment application procedure is to identify job vacancy for which they are hiring candidates.
- In next step, employers should write a brief about the job description, skills, pay grade and location for new hiring candidate.
- In the third stage, employers should conduct face to face interview and final interview.
- After interview, employer should take follow up from candidates related to job and employment (Berman et al, 2012).
A job description is a detailed specification of the task and roles, which include objectives, responsibilities, and requirements. A personnel specification refers to a profile of new ideal employee which includes experience, skills, and personality (Spencer &Spencer, 2008).
The job description includes the following:
Overview
- Range of salary and goals and object of the company
- Job title and department
- Job process and day to day duties
- Example of one of the projects
The personnel specification includes the following such as:
- Skills and abilities required for specific task and work.
- Thoughts in terms of communicative, technical, organizational and creative skills
- What level of experience and what specific background and knowledge are required?
- What kind of personality will fit and be suitable for team and group
- Traits and characteristics of a person in the industry and similar task and roles.
It is the process of evaluating and interviewing applicants for a specific job and employment. Selection is the process of matching the skills and qualification of the candidates with the organizational requirements.
Selection plays a significant role while hiring of candidates. In the selection process, employers hire potential and competent candidate for the work. A good selection process saves the time and cost of management. In this process, employers select the right candidate for the job and they reject the unqualified and unsuitable candidate (Pynes, 2008). The role and significance of selection from company and employee perspective are discussed as below.
Methods of Attracting External Candidates
Company perspective: It is the beneficial for the company, if the recruitment and selection process run smoothly. The human resource management appoints potential and talented candidates for the job. In such way, it will increase the productivity of the employees and the company. In this way, the company can easily achieve organizational goals and objectives. The company can hit and beat the competitors through good manpower. The candidates become loyal and trustworthy towards the company and they coordinate with other departments. Therefore, selection process plays a vital role from company perspective (Taylor, Doherty & McGraw, 2008). Now, it is assumed that selection process plays a significant role to attract 20 new tutors for a college delivering business courses in Peterborough.
Employees’ perspective: Selection process also plays an important role from an employee’s perspective. In the given report, if the college follows good recruitment and selection process then new tutors can ask easily about the terms and conditions of the organisation. They can ask their pay roll, salary and incentive criteria of the association. They get a good working environment to perform their job and they become loyal towards organization through the good selection process. An effective selection process does not create barriers and misunderstanding among employees. The candidates get knowledge and training through the effective selection process (Erasmus & Schenk, 2008).
There are several methods of selection, which are discussed below.
- Application forms and CV: The human resource management collects information about the candidates’ qualification, work experience, and their skills for performing task.
- Online screening and short listing: It is another important option of selection. The employers conduct online screening test to hire candidates. After the online screening, they hire the potential and competent employees for employment.
- Interviews and psychometric testing: The source of selection is interviews and psychometric tests. The employers conduct face to face interview with candidates and select the best candidate for the job.
- Ability and aptitude test: The employers also conduct ability and aptitude test for identification and evaluation of the candidates’ skills and knowledge.
- Personality profiling and presentations: In selection process, personality profile, background of the candidate and presentation skills is also evaluated by the human resource management (Bratton & Gold, 2012).
There are some recommendations for the effective selection process, which are discussed below.
- Job description: Before starting a selection process, the company should explain all the rule and policies of the company and duties and responsibilities of employees.
- Policies and procedures: The Company should follow the effective policies and procedure for the suitable selection process.
- Training: The Company should provide training to new candidates to perform the tasks. In this way, the company can make effective recruitment and selection process.
- Involvement: The Company should involve the senior managers and top management in recruitment and selection process. In such way, the company can develop an effective selection process for employees (Kumar, 2010).
There are two types of skills involved in interview plans, which are discussed below. The first is questioning skills, in this type of skills, the employer asks some questions in right sequence and the other is rapport building skills. These skills and information help to develop a Rapport, so that people give useful information without hesitation and they can maintain trust among the employees (Pilbeam & Corbridge, 2010).
These are some questions involved in interview plan, they are discussed below.
Question 1: “Tell me about yourself”
Question 2: What are your greatest strengths and weaknesses?
Question 3: Where do you see yourself in next 5 years?
Question 4: Why should we hire you?
Question 5: Why did you leave your last job?
Generally, the employer asks these questions from candidate to analyze their knowledge and skills. In this way, employers evaluate their knowledge, potential and working capacity for doing work.
Conclusion
The report is based on the recruitment and selection process of a college to attract 20 new tutors for delivering business courses in Peterborough. The recruitment and selection process plays a significant role in an organization. Now it is concluded that companies should use effective and suitable recruitment and selection process to hire the employees. In this way, the company can increase the productivity and it can achieve organizational goals and objectives. The appropriate and suitable recruitment and selection can attract the new tutors for delivering the various business courses in Peterborough.
References
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Taylor, T., Doherty, A. and McGraw, P., 2008. Managing people in sport organizations: A strategic human resource management perspective. Routledge.
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