Recruitment as an Important Function of HRM - Essay Example

?Compare Between Two s Policies INTRODUCTION Human Resource Management (HRM) plays an instrumental role that greatly assists an organisation in achieving its desired goals along with objectives. It acts as a tool for the organisation to become environmentally and socially sustainable. It has been ascertained that Human Resource (HR) professionals within an organisation mainly perceive the Corporate Social Responsibility (CSR) as their key driver for the accelerated financial performances (Strandberg 1-26). Recruitment frames a vital function of the HR professionals within any organisation. The recruitment procedure provides an open door opportunity for a large pool of candidates to apply for the diversified posts. Furthermore, recruitment procedure assists the organisation in attracting qualified candidates. Recruitment facilitates to devise a strategic mode of selection procedure which is aligned with the organisational goals and objectives along with the specific human resources requirements (Robert 3-26). Thesis Statement. With these considerations, the report intends to discuss the recruitment processes being followed by Qatar Petroleum and Google Inc. The report primarily desires to compare and contrast the recruitment process of the two institutions. LITERATURE REVIEW OF RECRUITMENT AS AN IMPORTANT FUNCTION OF HRM According to the view of Schuler and Jackson, recruitment is a process in which an organisation can rely upon the internal or the external labour market for absorption of the resourceful candidates. It has been further noted that although at the entrance level the recruitment process is not that important but it frames a vital part for other jobs of higher level. It is always considered as a vital process as it enables to draw in an extensive amount of resources. In keeping with the importance of recruitment, it can be well articulated that internal recruiting process mainly relates with the promotion criteria (211-219). According to French and Rumbles, ”If the HRM function is to remain effective, there must be consistently good levels of teamwork, plus on-going co-operation and consultation between line managers and the HR manager” (170). In the recent scenario, there have been a number of organisations that are facing problems regarding the accumulation of a pool of quality candidates. The jobs and the vacancies that pertain the requirement of specialised skills and knowledge absorb a longer phase of time (Brown 50-108). COMPARISON AND CONTRAST OF DECISION MAKING PROCESS WITH RESPECT TO RECRUITMENT OF QATAR PETROLEUM AND GOOGLE INCORPORATION Recruitment Process of Qatar Petroleum. In keeping with the recruitment procedure being followed in Qatar Petroleum, it entails basically four steps. The HR recruitment section of the company effectively manages the entire process that starts with the need identification to the job specification. This entire process is executed by the selection and the interview procedures of the resources. On part of the recruitment process of the company, it has been further ascertained that the department managers gain the full support of the HR personnel. Each of the candidates being selected is based upon merit. Furthermore, the selection of the candidates greatly depends upon their basic skills and competencies (Qatar Petroleum, “QP Recruitment Process”). With regard to the first stage, it generally starts with the application for accumulating a pool of candidates. In relation to the first phase, the candidates apply for the position of their interest through online. Moreover, the application given for the position must comply with their basic and specialised skills. After the application is sent by a candidate, an email acknowledgement is sent to them in return that ensures them the confirmation of their application. The candidates are further provided a system generated application number that frames the base requirement for future communication with the candidate (Qatar Petroleum, “QP Recruitment Process”). The next phase comprises assessment of the candidature. In this particular phase, after the complete submission of the application form, it is reviewed effectively with respect to the positions vacant and the skills required. Furthermore, in relation to this phase, candidates are shortlisted as per the requirement. This is done as the company receives an extensive pool of applications from the candidates. If a candidate is not contacted after 3 months, it can be considered that the application has not been a successful one. The subsequent process comprises interview. This particular aspect includes telephonic interview aligning with the Qatar Petroleum recruiter along with the line managers. Face-to-face or onsite interview also holds the base as this form of interview is regarded as the most extensively used method of judging the right resource for the position. The process pertaining to recruitment ends with the selection procedure. The company provides an offer letter to the selected candidate. After the candidate accepts the offer letter then he/she is sent for a detailed medical examination along with immigration requirements prior to joining Qatar Petroleum. Apart from these procedures, certain pre-employment checks such as identification checks and criminal record checks are conducted to ensure integrity of the selected candidate. The entire recruitment process of Qatar Petroleum has been represented below (Qatar Petroleum, “QP Recruitment Process”). Source: (Qatar Petroleum, “QP Recruitment Process”). Recruitment Process of Google Inc. Similar to Qatar Petroleum, Google Inc., one of the leading global organisations follows a methodical procedure of recruitment. It starts with a formal application process and ends with the interview inline. In contrast to Qatar Petroleum, the interview process of Google is greatly different. In relation to the interview stage, the company depends upon four processes. In accordance with leadership skills, it relates about the capability and flexibility of the candidate to handle diversified situations effectively. Leadership role plays an important part in the growth and development of any organisation. The company’s management keeps a close watch on the individual’s leadership competencies to manage and to execute the team without being appointed as a leader. Role-related knowledge essentially reflects the various differentiated roles being played by the candidates. This particular aspect correlates with the various strengths along with weaknesses of an individual. Moreover, in this type of interview process, the management usually looks for the candidates who endure multiple competencies rather than singular type of skills. In the midst of immense competitive market scenario, employees having few competencies will not be able to assist the organisation in gaining sustainability (Google Incorporation, “How We Hire”). Contrarily to the recruitment process of Qatar Petroleum, the procedure of Google is quite different. In Google, the management is quite concerned about the open thought process of the individuals. The interviewers greatly look into the transcripts, grades and the thinking perspective of the candidates. The interviewers’ greatly seek information about the skills of the candidates by initiating them in the role-play methodology. This provides the interviewers an opportunity to have an insight about the candidates’ competencies in handling critical situation. This also ensures the management about the multiskilling dimension of the interviewee. Furthermore, as compared to Qatar Petroleum, ‘Googleyness’ is another interviewing criterion that is followed by Google. This dimension that is focused upon in the interview process by the interviewers or Googlers refers to having a better understanding of the person’s compatibility level with its surrounding environment. It is believed that employees’ prosperity significantly depends upon the surroundings where they work (Google Incorporation, “How We Hire”). In case of Google, it can be affirmed that the decision making process related to the recruitment phase is largely dependent on the working procedure followed in the organisation. Owing to the fact that within Google, the selected employees need to work with other Googlers of different time zones and across numerous teams therefore at times they are evaluated during the interview process by their potential teammates who act as an interviewer to judge the ability to adjust in the diverse work scenario. This facilitates to judge the nimbleness of the potential candidate to acclimatise within the faced paced diversified work culture of Google (Google Incorporation, “How We Hire”). In another stark contrast with the recruitment process followed at Qatar Petroleum, Google entails an independent committee of Googlers who greatly assist the company in recruiting employees for the long run. This committee reviews feedbacks derived from the interviewers in order to ensure that fair process is followed during recruitment which ensures proper coherence with the goals of long-term growth of the organisation. It is the belief of the company that efficient employees can be involved in the recruitment process, which ultimately will lead to acquiring of more skilled employees. Moreover, in Google the recruitment process has been effectively designed to reduce the lengthy procedures. As an integral part of the recruitment process, Google aims to uphold its status as an equal opportunity workplace along with an affirmative action employer. It intends to establish its stand regarding these facets by celebrating and accepting the positive aspects associated with the difference (Google Incorporation, “How We Hire”). CONCLUSION Recruitment has been acknowledged as a key function of HRM that plays a vital role to drive organisational growth and prosperity. The entire procedures being involved in the recruitment at times gets lengthier. In order to ensure an effective recruitment process, it is necessary to plan the entire procedures in a short tenure. This report provided an idea about the recruitment process being followed in two organisations operating in different industrial sectors. Qatar Petroleum follows the recruitment process in a stepwise manner whereas in Google the recruitment process takes into consideration an assortment of factors that are quite unique. In Google, the hiring of an employee depends upon the interview procedure. The interview process of Google entails role play, situational analysis, adjustment with the environment and interview session by other external Googlers or team members. This diversified approach by Google has facilitated it to uphold a unique position for itself in the global arena. Works Cited Brown, Jane Newell. The Complete Guide to Recruitment: A Step-by-step Approach to Selecting, Assessing and Hiring the Right People. United States: Kogan Page Publishers, 2011. Print. French, Ray, and Sally Rumbles. Recruitment and Selection. 2010. Web. 17 Dec. 2010. “How We Hire.” Google Incorporation. 2013. Web. 16 Dec. 2013. “QP Recruitment Process.” Qatar Petroleum. 2013. Web. 16 Dec. 2013. Robert Gareth. Recruitment and Selection: A Competency Approach. London: CIPD Publishing, 1997. Print. Schuler, Randall S. and Susan E Jackson. “Linking Competitive Strategies with Human Resource Management Practices.” The Academy of Management Executive 1.3 (1987): 207-219. Print. Strandberg, Coro. “The Role of Human Resource Management in Corporate Social Responsibility Issue Brief and Roadmap.” Strandberg Consulting (2009): 1-26. Print. Read More