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Final Project Recruitment Process

Apr 05, 2018



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    Recruitment Process

  • 8/2/2019 Final Project Recruitment Process



    Recruiting and selecting the right people is of paramount importance to the

    continued success of any organization. This recruitment and selection policy sets

    out how to ensure, as far as possible, that the best people are recruited on merit and

    that the recruitment process is free from bias and discrimination.

    Defining Recruitment

    Recruitment is an important part of a business human resources planning. In all

    businesses, people are a vital resource and they need to be managed as such. The

    overall aim of the recruitment and selection process is to obtain the number and

    quality of employees that are required in order for the business to achieve its


    Recruitment is becoming more and more important in business. In particular, this

    reflects the increasing need for a well-motivated and flexible workforce thatrequires less management supervision.

    In general term we can say that Recruitment is a process of attracting a pool of

    candidates from specified sources and then selecting the eligible ones through a

    specified procedure.

    It is important to appreciate that recruitment is a continuous process because of :

    Staff departures (e.g. retirements, sackings, resignations)

    Changes in business requirements (e.g. new products, markets, expanded


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    Changes in business location (a relocation often triggers the need for

    substantial recruitment)


    So we can say that Recruitment is :

    The process of gathering a group of qualified applicants.

    Includes tasks like writing a job description and job postings and going

    through the steps of posting it internally( e.g Bulletin Board, Intranet and

    email notification) externally (e.g. newspaper ads, temp. agencies, internet)

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    Recruitment Process

    Recruitment process in any organization generally follows the following steps :

    Attracting Applications

    File of previous applicants can be a good place to start.

    Advertising: Phrase the announcement in a way that makes clear what the job

    involves and the type of persons needed. Avoid any stipulations which could be

    seen as discriminatory e.g. applying an age restriction which is not necessary.

    Application Form : A well-designed form can elicit information about the

    persons ability and willingness to do the job. Do not ask for irrelevant information.

    Make it clear on the form that applicants should consider the points in the job

    description and person description when applying. Allow enough space on the form

    for applicants answers, and indicate whether continuation sheets can be used. State

    clearly on the form the closing date for applications. For senior positions a

    supporting letter or CV may also be required; if this is the case indicate the kind of

    information sought. A journal application form to be filled by the candidate is

    given in the Annexure.

    Background Information: Provide applicants with clear, up-to-date and accurate

    information about the organization, its work, its priorities and the job. Clearly

    indicate the closing date for applications and the short listing and interview dates.

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    Select the best candidate. Be objective and unbiased. Choose the person who best

    fits the person specification.

    Short listing:Assess applications on the basis of the person specification (standard

    forms can be very helpful at this stage). Guard against bias and discrimination

    ensure that you select for interview those who match the specifications, regardless

    of age, sex, race etc, and that the specifications are not themselves discriminatory.

    Interviews: Interview your short-listed candidates. Remember that your job is not

    only assess the best candidate for the job, but also to create a great impression of

    your organization. Follow the WASP format as an interview structure:

    Welcome the candidate and make him/her feel at ease.

    Acquire information about the candidate. Do this before you tell him/her

    about the job youre less likely to get what he/she thinks you want to hear

    this way!

    Supply information about the organization and the job.

    Part, having agreed what steps are to be followed next.

    The amount and quality of the information that you establish will be largely due to

    the effectiveness of your questions. Use open questions (e.g. tell me about.. how are

    youwhy did you talk me throughdo) and probe from the general to the

    specific. Avoid any questions which could be considered discriminatory e.g. asking

    only female candidates who look after their young children. If you think such a

    question is relevant ask it from all candidates who have children.

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    Candidate Assessment: The interview will provide you with some information but

    check it out before offering a job. Ways in which you could do this include:

    Ask the candidate to show you examples of previous work, do a

    presentation, a case study, some tests or a full assessment. Tests can be done

    before the interview (either at home, or immediately beforehand) or after

    the interview.

    Some agencies, faced with large numbers of candidates with dubious

    qualifications and no prior experience, have run large-scale tests as part of

    the short listing process. Inviting 100 candidates to sit a short exam is one

    way to publicly demonstrate equal treatment and selection for interview on

    the basis of merit alone.

    Taking up references. You must have the specific permission of the

    applicant to do so, particularly if you wish to contact their current employer.

    If you need them quickly, try phoning.

    Get others to see your preferred candidate/s. This could be done informally

    e.g. someone could show them around, or talk to them about their job, or

    more formally at another interview.

    Making a job offer

    For your successful candidate:

    prepare and send the appropriate documentation;

    make up the employees personnel file; and

    Arrange the induction plan.

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    How to make recruitment process effective

    Recruitment process does not have to be elaborate. However, following a consistent

    process can lead to lower costs, lower turnover and higher productivity. By making

    our companys goals to recruit and select the best candidate for every position we

    can make ensure that we will get best out of each and every selected candidate.

    When creating our companys personalized recruitment process, we should cover

    the following points:

    Form a general statement that reflects your companys attitude on the

    importance of effective recruiting.

    Define what is expected of each individual in the organization.

    Determine if we have an open job. Do not assume that because someone has

    left our organization, you have an opening. In many cases, responsibilities

    can be shuffled, people can be promoted, or the function can be outsourced

    or eliminated altogether. Analyze the position to create an all-inclusive job description. The

    following should be clear; title; location; reporting structure; salary range;

    exempt; qualifications, education; certifications; physical demands; and

    work environment.

    Think about what questions we want to ask applicants. Make sure that we

    know what may legally asked in an interview. Our policy should have this

    information listed in it.

    Decide where we are going to fine the type of people we need, what internal

    and external sources we will use, and how much we want to spend to find

    the right person.

    Make sure we are fair and consistent during the interview process. Typical

    processes include the following: welcome the applicant, outline the

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    interview, ask questions, listen, close the interview properly, and record


    Accommodate any disabilities. If our organization has more than 20

    employees, we will want to include a statement that makes it clear that we

    provide individuals with disabilities the reasonable accommodations they

    need to interview. This might include a sign language interpreter, written

    rather than oral responses, large print and an accessible location. Interviews

    should be held in offices or conference rooms that are private and easily

    accessible to individuals with disabilities.

    Determine how we would like the hiring managers to communicate their

    final selection.

    Checking references. We can avoid many embarrassing situations by

    accurately checking the information on the prospective employees

    application. Decide if this process will be done in-house or outsourced.

    Decide what type of approval process our organization will follow. Also,

    determine who makes the offer and whether it is in writing over the phone

    or in person.

    Set a start date. Once the candidate accepts the offer, start the wheels in

    motion on what needs to happen before his or her first day on the job.

    Send l

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