Human resource management assignment essay help: Recruitment and selection IN BANK

1.0 Introduction

The recruitment and selection plays a vital role in any organization. In an era of globalization to grow and sustain in the market companies are trying their best to identify new techniques of recruitment and selection process. In an organization human resource department plans the strategy of recruitment and selection process. It is an ongoing process and gets affected due to changes in demographic structures, societies, politically, legally, economically and changes made in environment in terms of the technologies. These days a new term is being attached to recruitment and selection process known as Talent Acquisition and Management Process. It is being planned strategically so that standards of the company are being maintained. It is a time consuming process and involves lot of cost for the company. The human resource managers who hire on behalf of companies should have knowledge related to psychology, law, market, and different skills being required by the employees. It is a method of managing people in an organization (Hearst Communication Inc    2012). It is a planned process which will enable the organizations to achieve long term goals by creating an edge over others. The efficiency and effectives of an organization can be shaped with the help of appropriate recruitment & Selection process. This process should not be biased one and transparency should be maintained by recruitment and selection team. These days the term such as outsourcing is being used by the companies. It is a process by which consultancies, vendors and staff augmented companies will hire and take care of all the formalities of behalf of their clientele companies. This facility is being enjoyed by the companies and its management to reduce several costs and minimize the wastages of time. It should be designed in such as manner where the employees have an urge to work. It should be planned as and when required by the companies because hiring unnecessary will create several problems for the organization. Recruitment and selection are two different terms which is being used together.

1.1 Recruitment Strategy

Recruitment is a term used for inviting pool of candidates to apply for a particular job. It communicates about the job openings of a particular company for different positions. It is a method to attract those candidates who possess certain skills required by the companies. As per the statement of Edwin Flippo, it is defined as a process to search the candidates and inspire them to apply for the jobs in the organization. It gets affected due changes made in the environmental factors such as technological, political, social and economical. Recruitment is being planned because organization requires high quality of employees. There are two methods of recruitment such as internal and external recruitment.  Thus recruitment is a process which specifies requirements in human, initiate’s activities, identifies sources & communicates the information regarding terms and conditions to people so that they can apply for the job(Compare Info base    2008).

1.2  Scope

There is a wide scope of recruitment process for any company because it classifies the employees on the basis of several categories, and help in analyzing the recruitment policy. It will help in getting quicker response and mobilizing human resource for maintaining transparency in the organization. The expectations of individual employees can be met and right hiring of the employees can be done in an organization. It provides an opportunity to human resource managers for managing employees properly (David Emerick     2006).

1.3  Importance

The several importance of recruitment is it provides a pool of candidates for the organization and there is better success rate of selecting the qualified employees. The organizational goals can be achieved easily in an effective manner. There are several advantages of hiring internally and externally. The advantages of recruiting internally are it is economical, suitable, reliable and a satisfactory method. The advantages of recruiting are it provides wider choice, fresh mindsets can be brought into the organization, and drives the force of motivation and it provides long term benefits. The recruitment process will help in filling up & bridging the gaps which hinders the organizational performance (Street Dictionary    2012). The recruitment process is being carried when internal requirements is being communicated by department head to the Human resource Department. The failure to recruitment process can create several disadvantages to the organization.

1.4  Steps followed such as Job Analysis, Job Design, Personal Specification for recruitment

The Job analysis will help manager to collect data related to a particular job. It is being done with the help of job description and job specification.  The Job design will include content of job & will explain how to do it. Some factors might affect the designing of the job such as

Technology, skill required personal likes and dislikes, control system and the scope of particular job. The above mentioned diagram is known as the Job description which will spell the duties and responsibilities which an employee needs to fulfill for his job. The job analysis will include job description and job specification.  The Job description will include the job related data such as job title, location, reporting, duties, and working conditions. It will help in identifying nature of the jobs, duties to be performed in hazardous working environment by using machines and equipments. Job specification/Personal Specification will include personal details which candidates need to have such as qualification, skills, experience, training, and emotional characteristics (Managementstudyguide.com   2012). It will help in identifying mental and general health, intelligence, values, ethics, adaptability, judgment and creativity of an employee who is going to be hired by an organization.

1.5  Methods of Recruitment Process

There are several methods of recruitment process which is being carried out by the organization. They are known as internal and external methods of recruitment process. The internal methods of recruitment process include jobs being published in form of promotions, transfers, employee’s references, internal job posting and etc. The external recruitment process includes direct, indirect and third party method. The direct method includes telerecruiting and campus recruitment. Indirect method includes advertisement done in newspapers, jobsites, televisions, mass mailing and etc. The third party method will involve contract based hiring, gate hiring walk-ins and etc (Recruiter.com, LLC.    2012).   There are also five additional steps being used for an effective recruitment process which is described below

A. Capturing Resumes

It is a process where database is being maintained and resumes are automatically being captured form the jobsites, emails, Job fairs, referrals, campuses and etc. Both job description and Job specification is being required for creating a fit between the job and talent.

B. Managing Resumes

The resumes are being managed by capturing and checking the authenticity by tracking history of the candidates. It can also be done by importing resumes form all the sources.

C.Vendor Management

It is a process by which vendors get registered and status of the vendors is being checked by properly maintain its accounts with the help of net connectivity.

D.System Administration

The system administration can be done by managing the systems with the help of Management Information System.

E. Others

The others will help in generating reports and by integrating it with the Human Resources Information System. It will help in generating notifications and real time reports.

2.0 Selection Strategy

Selection is a process of filtering out the right candidates form pool of the candidates. It will help in determining whether applicants meet the required criteria (Bizagi   2011). It will involve choosing the individuals who has got relevant qualifications, and where Human Resource Manager will be using several tools and techniques to make it a successful process.  The manager must be sound and competent enough to hire the required employees. This process will include reception, screening interview of the candidates, filling up the application blank by the employees, several tests being conducted by the Hr Manager, reference check and medical examination.

2.1 Scope

The right selection of the employees in an organization will reduce several costs and also provide long term benefits so that organizations can grow well. The demand for suitable candidates will always be there and it can be achieve when the selection process is completely done without discriminating employees on the basis of race, diversity and etc. The employees with potential skill sets will help in creating a better talent pool which can be managed with transparent selection system.

2.2 Importance

There are several advantages of appropriate selection process being done by the Human resource Manager and the department Head of the particular department. It will help in reducing the number of applicants, access behavior and mindsets of the employees, reduce turnover of the employees, and minimize wastages of time. It is well know that cost of hiring employees is higher than retaining the older employee. It can help to check the employee’s flexibility and adaptability towards the job and organization. The selection process will screen out the candidates who can be hired for several departments as per the organizational culture. It will include several stages and each stage will help in eliminating the poor candidates who are failing to match requirements of the job and companies. Effective selection process can be carried out if effective matching process exists (Business Case Studies LLP     2012).

2.3 Methods of selection Process

Selection Process is a time consuming process and it follows several stages. It should not be biased one. The Hr manager of an organization is responsible to conduct several process of interview so that talented candidates can be hired by the organization. It included the stages of ATIR which stands for Application Blank, Testing, Interviews and Reference Check. All the stages have been explained in detail. Every stage will eliminate the poor candidates

Application Blank

Testing

Interview

Reference check

(University of Southampton     2008)

1. Application Blank

 It is the first stage where the candidates are asked to enter their important information at the front office of an organization. It is a format which is used for the experienced and fresher candidates who are applying for the job. It is a process by which companies maintain and cross check information of employees who are going to be hired by the organization. It will contain information related to candidate’s date of birth, location, age qualification, experience, and etc. The sample format of Application blank is shown in the diagram.

 2. Testing

Several kinds of test are being prepared and standardized by the organization. These tests are being conducted to know about candidate’s skills, knowledge, and attitude towards the particular job. The test being conducted upon candidates should be reliable and valid in nature. The different types of tests are Aptitude, technical, Psychometric tests. The candidates can be asked to give manual or on-line tests.  The candidates are being allotted fixed amount of time to complete the tests. It can be organized by the Human Resource manager of an organization. The successful completion and passing of test will allow the candidates to move towards the next stage.

3. Interview

This is third stage where the HR managers and Department Heads of an organization will judge candidates. There are several types of interviews being conducted by organizations on the basis of their suitability which are explained below.

1. Structured Interview

It is a type of interview which is being planned in advance. The questions are being asked to the candidates in orderly manner and time is being allotted to the candidates. Maximum information is being collected from the candidates. It is uniform in nature and will be standardized.

2. Unstructured Interview

It is a type of interview where the questions are not being decided and are asked on random basis. It is more flexible in nature and candidates feel relaxed and they express their motives, strengths, personalities and weaknesses.  It loses its importance and is found as wastage of time.

3. Group Interview

Group interview is also known as group discussion method. The candidates are arranged in a group and a topic is being assigned to them. Here the candidates are being judged by the interviewers.  The candidates who clarify and summarize the issues are being selected.  The behavior of each candidate in every situation can be judged. It is a method used when there is large number of candidates and it helps in saving the time.

4. Stress Interview

Stress interview is being conducted to know about candidate’s behavior in a stressful situation. The candidate is calm in nature and does not get nervous is being selected for the stressful job. Interviews are made stressful by criticizing, interrupting, and repeating the questions again and again.

5. One to One Interview

It is known as individual interview where there are two people known as interviewer and interviewee. The main purpose of such interview is to match the candidate’s caliber with job. It involves the two way communication process.

6. Panel Interview

Panel Interview is a type of interview where a group consisting of four or five members is being formed as a panel. These members will be asking questions to the candidate on several aspects and marks are being provided. The decision is being taken by the panel. It uses collective approach to judge the candidates which is suitable for an organization. Every member will give marks to the candidate and collective rating is being done afterwards.

7. Behaviouraial Interview

It is type of interview which is being conducted in an organization to judge the candidate’s attitude, motivation level, discipline, coordination creativity, mindsets, and actions which is being taken during difficult times of business.

8. Telephonic Interview

Telephonic interview is a type of interview which is done virtually to have crisp information about candidate’s qualification, skills, achievement and experience. It is a way to check communication process of the candidates. In can take place in several conditions when recruiter shows the interest in particular candidate. It can be auto generated where questions will be asked to the candidates in a sequential manner.

9. Case Interview

Case interview is being conducted to identify the analytical and problem solving skills of the candidates. A case is being given for a particular period of time and candidates need to find out solutions with by using logic in particular situation. The cases are being designed as per different fields such as finance, marketing, law and other subjects.

10. Final Interview

Final Interview is a type of interview which will decide whether the candidate will be selected or rejected for the particular job. The decision can be taken by the Human Resource Manager, Department Head, or by the Managing Director (About.com      2012). There are certain mistakes which can be avoided by the interviewer/recruiter during interview process. It should not be biased one, based on halo effect, and must not lack the planning process by recruiter.

4. Reference Check

This is the final stage where the Human Resource Manager will ask the selected candidate to bring all the documents so that process can be verified. The documents are being verified and cross checked in the company. The list of documents being mentioned below should be brought by the candidates.

• Qualification certificates/ Mark sheets
• Photographs
• Identity proof
• Experience Letter
• Salary slip
• Relieving letter
• Medical Certificate

During the verification process if all the documents are being verified properly and if result is fine in such case candidates will be sent the offer letter. If documents are not being submitted and falsification of document is being found in such case employees can be terminated or employees might be rejected after the interview process by companies. As new employees will join the organization they are given induction by their respective department Heads or by the Hr Team so that they become familiar with the other employees of an organization. The company history its terms and conditions, culture and etc are being explained to employees. The induction process can be held for 1-3 days as per the company. The Appointment Letter is given after the employees have completed the probation period (DRG     2005). This is how entire recruitment and selection process will be completed and new employees will be hired.

3.0 Companies outsourcing their recruitment & selection Process

Outsourcing employees is the latest trend which is being followed in large and medium organizations. It is known as recruitment process outsourcing (RPO). It is being used by all sectors of industries. The companies who have been outsourcing for their clients have grown immensely. It is also known as third party hiring. Some of the well known outsourcing companies are Ma-Foi, Kelly, Deloitte and Mercer. These staff augmented companies will be outsourcing the candidates as per different hierarchical levels of an organization. The major advantages which are being provided to the companies by outsourcing their recruitment & selection process is it helps in reducing the recruitment cost up to 40%, provides effective candidates and minimize the wastage of time.  These outsourcing companies will be responsible for head hunting and executive search process. It will not only help the clients but also help the job seeker to identify the right company as per their requirement. It will bridge the gap between company and the job seekers by matching the requirements from both parties mutually. The staff augmented companies will hire the employees but will deploy them in their client’s organization. Client need to follow terms and conditions, and their salary is also being disbursed by the consultants, vendors and staff augmented companies. They will be hiring the employees on part time basis, contract basis, temporary and permanent basis (CQI      2012). The outsourcing team will work as the internal recruiters of the organization.

3.1Scope

It has got wider scope for the companies because it will help in managing the quality at organization. The culture of an organization can be managed in a similar manner. It will help both parties’ consultancies and its clients to generate the funds, plan for new investments, bring about change in an organization, and etc. It will help management of an organization to focus on its business rather than other activities.

3.2Advantages

It will help in minimizing the cost by supplying right candidates for the organization. At times large number of employee’s is being hired so in such case consultancies will fill up the positions. The human resource department can focus on strategic part or to the main business. It will supply diverse range of candidates which will help in bringing new ideas and innovation process to grow the business. It is a way to secure the best talent.

3.3 Model How Consultancies Operate

The model how the consultancies will operate in companies is shown below.

4.0. Literature Review

Recruitment is a process which is required at present and future stage of an organization. According to (Barber    1998) recruitment has been described as realistic in nature. It should target all the potential candidates by several methods such as mail and job sites. It is a process which is being changed from traditional to modern methods for contacting the potential candidates. According to (Collins    2000), it is the key function for the survival and success of an organization. The laws and policies need to be followed while implementing the recruitment policy in an organization (The University of Auckland    n.d). It is a crucial process which is being carried out intentionally in the organizations to meet its requirements. The goal of selection process is to identify the most deserving candidate for the vacant position. According to (Wolf 2001), it is a method which will use the indicators to predict the future performance of candidates. According to (Smetherham     2006) selection process will help in identifying skills, and the actual performance of the candidates. The section process is based on the standards being set by the organization. It is dependent up on certain external factors and company standards (Codruta Osoian       n.d). According to (Brundy      2005) the factors such as cost saving and improvement in the service quality has forced the companies to hire or outsource from consultancies. It has also reduced the burden of the employers and the job seekers by meeting their requirements. Today the process of outsourcing is being preferred in several parts of world. Outsourcing helps in providing the required expertise by hiring from diverse cultural backgrounds (The University of Tennessee      2006).

5.0Findings & Results

It has been found in the essay that there are several tools and techniques which companies have been using for recruitment and selection process in their organization. It depends upon organization to organization which selection process is suitable and feasible for them to use to attract and retain the best talent in their organization. The recruitment and selection process can also hamper the organization if any wrong employee is being hired, and standards are not being followed during the hiring process. Recruitment and selection are two different strategies but both are required for effective hiring process. The companies have also been using the outsourcing practice to avoid the wastages of cost and time. It is the best way to cope up in the competitive business environment, create a competitive edge over others because it the employees who builds the organization, brand image is being maintained, corporate culture is being nurtured and also changes in terms of technologies can be managed easily.  It depends upon the nature of organization whether they rely on outsourcing or implement own recruitment and selection process. Researchers have also identified that every organization have their own recruitment and selection policy which differs from other companies. Some companies follow all the stages of selection process while hiring the candidates (CIPD     2010).

6.0 Conclusion

Recruitment is a process of inviting pool of candidates to apply for a particular job where as selection is screening out right candidates from the pool. It involves activities which should be planned in a strategic manner. It is an ongoing process but is carried when requirements are being communicated form several departments of an organization such as finance, Human Resource, Technology, Marketing and etc. The human resource manager needs to do job analysis which will include two aspects such as job description and job specification. The recruitment process is being carried by positing openings and hiring from several sources such as campus, websites, internal hiring, jobsites and etc. The selection process will also include several stages such as filling the application blank, testing of candidates, conducting interviews and checking the references.  The testing process will include several tests related to aptitude, technical and psychological test. The interviews can be conducted on the basis of formal structures, group discussion, one to one basis, Case study method and panel basis. Getting selected in each stage of selection process will assure the chance of getting hired soon. These days companies have been outsourcing their recruitment & selection process to their vendors.  It helps in reducing the cost of companies and minimizes the wastage of time. The outsourcing can be in form of hiring from contractors, consultancies, staff augmented companies and vendors. It provides facility to the job seekers and companies by meeting their requirements. Sometimes the consultancies hire on their behalf and deploy to their clientele companies. They are also involved in activities form hiring till the full and final settlement. It can be done for executive level to the CEO level. It provided the employees to the companies who come from diverse cultural background (University of California    2012).

7.0 Recommendations

The recruitment & Selection process which is being done today should be linked with the future activities and profits. Organization should be following the hiring standards because right talent should be hired at right time because any wrong hiring can create disaster for the company. The recruitment and selection process should not be biased in terms of race, religion, and culture. It should be a fair and transparent system which can communicate regarding the postings in accurate manner. The behaviors, skills and attitude toward the job and company should be analyzed by the hiring manager. Companies should also take initiative for training & developmental activities though they hire form the consultancies.  Both employees and employer should be satisfied during the hiring process because it will help in achieving the organizational goals successfully (Demand Media Inc    2012). It should not be done unnecessarily because it incurs cost to the companies.   The human resource manager should have knowledge regarding social, emotional, legal, political, psychological, and technological aspects before carrying out the Recruitment and selection process. The employment policies should be framed by considering the legal and economical aspects. Thus as per changes in demographic structures, economies, and technologies recruitment & selection process should be modified and simultaneously. It should maintain and develop the organizational culture. The standardized process of hiring will help in appropriate screening process which means matching talented skill sets with the requirements (Queensland Government    2008). Every organization has got its own recruitment and selection process which will help in right hiring process and create a competitive edge over others. It is process which is required to sustain and grow the business. The uses of technologies have reduced the manual work of recruitment and selection process. Thus the Human Resource manager should have hands on experience and knowledge while carrying out the recruitment & Selection process.

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