Recruitment and Selection Process - Essay Example

Step By Step Process of Recruitment & Selection Guidelines Introduction. We intend to and select and employ the right personnel for a proposed restaurant over a period of contract of two to four years. Recruitment and selection are the core functions of a personnel department of any organization. In the modern times recruitment has emerged as a strategic area for the better performance of organizations. “When recruiting people, be alert to any personal prejudices or preferences you have which are not linked to the ability to do the job. Try to set these aside in favour of objective criteria of suitability related to the skills, experience and ability needed to perform the job.” (Effective Recruitment and Selection). All service industries accord priority to their procedure of recruitment because the right person in the right place can erase the element of failure. Recruitment helps to place the right people at the right job, it may be internal or external. Recruitment and selection process starts after the identification of the vacancies to be filled up. Recruitment is the process of searching for the prospective employees and stimulating them to apply for jobs in the organization. Hence the first step is identification of sources of manpower in the proposed restaurant. They consider selection as an effort in the total process of acquiring and developing Marketing Executives. The Company believes that the selection process should be consistent with other procedures for the total process to be effective. Therefore, the Company adopts a systematic and integrated approach to the selection process for selecting the best possible candidates. Consultant Company Description We are proposed to establish a tie-up with an HR consultancy firm for our future nation wide establishments. The consultancy can provide highly qualified and experienced candidates from various institutions. The Company will continue a long term interaction with the consultancy for maintaining and ensuring the industry demanded personnels. Overall Legal compliance Recruitment and selection process is highly depends on the variety of laws and regulations of a legal system it is specify the various provisions regarding the relation ship between employer and employee temporary employee relationship as well as any indipended contractors working for the company. “This Recruitment Policy also follows guidelines suggested by the relevant Codes of Practice from the Equal Opportunities Commission, Commission for Racial Equality and the Advisory, Conciliation and Arbitration Service (ACAS).” (Recruitment. Legal Recruitments. (2006)). This companies recruitment and selection process must be consistently applied n on discriminating and promote fairness, diversity, and integrity this legal compliance is for the protection of the employee recruited as well as the organization itself. Planning The company is planning to recruit the personnel on contract bases for analyzing and evaluating their performance in this stage, among the best will be selected fort the long run. The company plan to establish more than fifty outlets in this span of two to four years so that a minimum number of ten to fifteen outlets can be open in every year. For the top level management position like Regional level HR manager, Corporate level HR manager, Regional manager the company plan to hire experienced highly qualified an competitive personals. In the operation level the company hires personnel as trainees on the basis their performance they will promote. Job Analysis and Rewards HR Managers must want to give more consideration before the hiring process on the areas of type of position, Duties and responsibilities of the job and make sure the post is in a fixed employerment and part time employment. “Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job.” (HR Guide to the internet: Job Analysis: Overview. (1998)). In this context job analysis is very important function to identify these areas. Job analysis are various techniques used to analyze various requirements like knowledge, skill, abilities and other characteristic to perform a particular job. In short it is the collection of information of job for the purpose to measure the job performance. There are different methods adopted for job analysis such as questionnaire, interview, observation etc. The company strictly specify highly qualified management professional in the corporate level and hotel management professional for their operational level. The company plan to adopt a time rate pay system for operational level employees and fixed salary and all other benefits for top level employees. External Recruitment. Recruitment Planning: The company is mainly looking for consultancy service for external recruitment they will be having the collection of datas from major job sites. When ever they conduct job fairs they will be informing the company so that they can go and get the right personnel from there. Recruitment Strategy development: The Company plan to recruit right personnel with the help of the consultancy and they conduct interviews and other selection methods. Initially the consultancy notifies the advertisement through news papers and Internets it helps the company to attract a wide group of potential employees. The consultancy conducts various selection methods for the company’s top level and operational level posts. For the top level posts the selection methods are interviews, tests etc. And the operational level posts candidates want to attend a personnel interview. Applicant Reaction and transition to selection: The consultancy received job applications then they scrutinize it and uphold after that they call the eligible candidates for interview. Recruitment Legal issues: There are various law codes relating with recruitment. The recruitment policy should follow the law codes of Regulation of equal opportunity commission. Commission for racial equality and the advisory. Internal Recruitment. Internal Recruitment is possible only if the company is performing for while. Here the company can make internal recruitment from their existing employees through promotion, promotion transfer etc. Selection Activities. Measurements: The Company measures the performance of the existing employees through analyzing with the span of time by adopting various techniques like performance appraisal and other methods. Collection of Assessment Data: The company following a continuous employee assessment method and the HR department analyzes this data, then they set a grade for employees performance and promote the higher graded employees. The assessment conduct by team leaders and they submit weekly reports to the HR manager. Legal issues in selection: In the internal recruitment method is relating with legal rules like codes of Equal opportunity commission. Some law codes are dealing with give more priority for experienced personals. So the company want to promote experienced personals also. External Selection Preliminary Issues: Initial Assessment Methods: The consultancy plan to select the right personals through interviews and tests. In the area of top level posts the consultancy ensure the candidates qualification and experience and they call only the eligible persons and the operational level employees asses by interviews. Substantial Assessment Method: In the substantial assessment method taken after the interview and tests the consultancy shortlist the candidates and eliminate the un qualified persons. Discretionary Assessment Method: In this stage the consultancy and HR department together take decision whether the selected candidates are suitable for their specific working environment and company requirements. Contingent Assessment Method: It is a precautionary measure taken by the company in case any of the selected candidates do not opt for their posts. In all stages of selection the consultancy divide the eligible candidates in two groups in case a candidate are not attending the next step of recruitment the consultancy select the from the second group. Legal issues: There are various law codes relating with recruitment. The recruitment policy should follow the law codes of Regulation of equal opportunity commission and . Commission for racial equality and the advisory. Internal Selection. The processes are similar to that of the external selection. Decision Making. Choice of Assessment Methods: The HR department decides what should be the criterion for assessing performance and providing promotion. and what all procedures should be followed. Determining Assessment Scores: Once the criterion is decided the assessment scores are to be determined. The assessment scores are divided in to various fields as decided by the HR department in the choice of assessment methods. Hiring Standards and Cut Scores: In order to assure competency and better performance a higher level of standard is to be aimed at and corresponding cut-off mark is to be fixed. Methods of Final Choice: From employees who have secured the cut-off score, the final choice is to be made and for that there should be well defined selection procedures. Decision Makers: There should be an autonomous body or person to take ultimate decisions regarding the promotion. Legal Issues: There are many law codes connected to internal selection.The internal recruitment method is relating with legal rules like codes of Equal opportunity commission. Some law codes are dealing with give more priority for experienced personals. So the company want to promote experienced personals also. Final Match: The final match is final decision of HR department to promote the employees. Conclusion Retention: It can be maintained by providing congenial atmosphere for work and implementing recognition and reward system. The best form of retention would be to involve employees in decision making and maintaining a dynamic employer employee relationship and also seeking continues avenues for their improvement and growth. Works Cited Recruitment. Legal Recruitments. Human Resources. Birkbeck: University of London. (2006). Retrieved April 11, 2007, from http://www.bbk.ac.uk/hr/policies_services/policies_az/recruitment_policy/#8 HR Guide to the internet: Job Analysis: Overview. (1998). HR-Guide Home. Retrieved April 11, 2007, from http://www.hr-guide.com/data/G000.htm Effective Recruitment and Selection. Human Resources: Recruitment and Selection. Learning Space. Retrieved April 11, 2007, from http://openlearn.open.ac.uk/mod/resource/view.php?id=88760 Read More