Recruitment, Selection, and Induction in the Hiring Process - Essay Example

Surname: Presented to Institution Name, Location Date RЕСRUITMЕNT, SЕLЕСTIОN АND INDUСTIОN Assessments of interviewees As a reputable organization, we have to develop a process that we shall use in screening applicants. This is meant to make sure that the most appropriate applicants are given the positions. Below is the procedure we shall use in the process. Reviewing the applicant's information should be done first, these should include resume and application forms. This will allow us to determine the applicant that has met the minimum qualifications as they were said in the job posts. No more consideration will be given the candidates who fail to meet the minimum requirements (Schawbel678-789).When the work was being advertised it was clearly stated that those who don’t meet the minimum requirement should not apply and their use is not valid. For those who have met the minimum requirements then they should be assessed in order to allow the panel decides which one should be shortlisted for the job interview. After publishing the shortlisted candidate, then we have to choose which day shall conduct an interview for then. During the interview, the selection technique will include; doing work samples, oral presentations, personality and attitude tests, written tests, and in the basket exercise (Schawbel,678-789).The selection panel has the right to determine which method to for convenience. Otherwise, they can also use all of them. What follows is making of a conditional offer, and additional selection techniques can also be rolled out these will include, criminal record check, and checks on the driver’s license. For this to be a success, a written consent is produced before one is requested for the record checks. The candidates who succeed for the job have to provide all the required contact information of their referees. The referees shall be conducted to give an account of what they know about the candidates. The mode of communication will mainly be through email or phone calls. Firstly, the panel checks the referees of the candidates carefully and thoroughly to avoid hiring the wrong candidates (Meister 02-34). It is always easier to accept letters of recommendation that give an account of the candidates abilities and experience, but talking to the referees while help in getting details on issues. This will enable the panel get to understand deeply on the values, approach to work, nature and interaction of the candidate with others. Having telephone interviews is the best way of getting an in depth information about the candidates character. Contacting the referees gives a last opportunity in verifying the information that is provided by the candidates. It helps in verifying their suitability to the work and other points of concern. It is highly significant that, as an organization, we should talk with the referees before making an offer. Preparing a list of questions for the referees is valid. Such questions as the character of the candidate, questions on the candidate review are very important (Meister 02-34). Selection panel report It is important to always engage other people in the selection process. It is very helpful in that we shall be able to identify an all rounded individuals who can work with every other individual in the companies. We have to involve a senior staff member, potential co-worker of the candidates, and a board member (Deligiannis 56-79).When the panel member agrees to attend the selection it is important that we inform them of all the details of the selection. The information that they need to include the time it will take, their part in the panel, and the roles of the candidates. Most of the part of the selection panel is to develop a selection criterion, help in screening of the resumes, preparation of the questions of the interview, and the assessment of each potential candidate against the minimum requirements. The last thing that the panel helps with is providing input concerning the selection of the final candidate. The following are good practices use when working with a selection panel include; making sure that the every member of the panel is given the resumes and any other information that are provided by the candidates provide. Preparation for the interview should involve making sure that the members get to know which questions to ask (Deligiannis 56-79).All the material that are required or related to selection should be shared among the members of the panel. The materials should include such documents as the announcement and description of the work, the criteria of selection, and the template used to assess the candidates among others. Letter advising recommended candidate of offer of appointment Name Address Dear Mr. /Miss/Mrs. /Ms. (Name) Congratulations! We are very happy to confirm to you that you have been appointed to work for our business as chief security officer. We are pleased to make you work offers as follows;The state we are you is that of chief security officer at a wage or salary of 200$ per month. At this position, you will have to report to the senior officer of the organization. You working hour in the company will be eight hours daily on the weekdays. In case of working overtime, an extra payment will be credited to you wage bill according to the business laws. This is a contractual position that will last for two years. Benefits information Vacation -8 weeks per year Probation period -from 06/04/2014 to 09/05/2014 Employee benefits include -dental -short or long term disability -group insurance You are expected to start working on 16/05/2014 at 8.00 am. Please ensure that you report to the company chief human resource manager, for both orientation and documentation. If the above mentioned date is not appropriate, please contact us immediately. Please make sure you sign the copy of this later which is enclosed and return back through the given postal address before 24/04/2014 to signify you acceptance of this job offer. We are very confident that you are going to make very important contribution towards the success of this business. Sincerely Joshua Brown Director of security Letter advising unsuccessful applicants of outcome Organization’s names Address Date Name of the candidate Date Dear sir/madam Ref: APPLICATION FOR A SENIOR SECURITY OFFICER Regarding you recent application for the job title mentioned above in our company, we sincerely regret to tell you that you have not been shortlisted for an interview on this occasion. Let me take this opportunity to thank you for developing interest in our business and the job title mentioned. May I also wish you success in searching a more compatible work for yourself, If you would like to get more information concerning you job application please contact the human resources manager on telephone number 020068309200. Yours sincerely Human resource manager Orientation program After appointment, the new employees have to be taken through an induction program. New employees are entitled to receive full compensation only during the induction time. Orientation or induction is the procedure that helps new employees understands the business batter and his or her work. Induction can follow either formal or an informal program, but the process is very important for the employees (Schawbel 678-789). The following is an induction program that our company shall use. Pre-induction Human resource management team responsible for induction should ensure that the contract details have been communicated to the new employee. He/she should ensure that the new employee knows the exact date and time of reporting to the business. They should ensure that both remuneration and the number of hour of performance have been well informed to the recruitment Provision of full details concerning their, pension, fund, and leave regulations, medical assistance program, and housing policies. Orientation The employee must meet his/her supervisor, who must ensure that other employees who need to know of the employee arrival get the information. The supervisor should prepare well the office and equipment’s that that the new recruit must for his/her work. The supervisor also has a responsibility of appointing a mentor within the company that will help the employee. The supervisor should also show the new recruit the clocking in and out processes, or the register of attendants if need is. He/she should take the new employer on an orientation tour of the premises to help them understand all the offices within the premises. Provision of the new employee with the background information concerning the company is also very important. Great information also includes; fire and safety precautions, policies concerning smoking in the premises, first aid provisions, tea and lunch breaks, payment procedures, and all other policies that are applicable to him or her. The new employee should be taken to meet the general manager, and get to the human resource department to fill documents that are required. They should also be introduced to the shop stewards and other staff representatives within the company premises. Induction This is the process of transferring of a unit and post precise information to enable the new recruit to function efficiency and effectively. These include the mentorship program and job-related information. The work related information gives details of the job description. What the job concerns and how to do it, details such as working hours, conditions of employment and reimbursement. References Deligiannis, Nick. Sharing our recruiting know-how,. London: Hays Quarterly Report, 2012. Meister, Jeanne. . "2014: The Year Social HR Matters". London: Forbes magazine, 2014. Schawbel, Dan. "The Power Within: Why Internal Recruiting & Hiring Are on the Rise". New York: New York Times, 2012. Read More