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Employment Recruitment

Essay by   •  January 22, 2011  •  Essay  •  1,881 Words (8 Pages)  •  1,933 Views

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I. Introduction

The following is an overall review of the process followed to establish, fill, evaluate and compensate the position of receptionist within an organization. Each step will be briefly analyzed for its process and effectiveness in achieving the desired outcome.

II. Recruitment plan

Employment recruitment is an extremely important role of the human resource department. The performance level of any organization depends considerably on the effectiveness of its recruitment efforts. Many organizations have developed recruitment strategies they develop. This ensures they hire the best talent for their company and utilize their resources to their fullest potential. A successful recruitment strategy must be carefully planned, practical and followed to attract the best possible talent for any given position.

The recruitment plan for this position was a relatively straightforward approach due to the nature of the position to be filled. The job duties were well defined within the industry, so very little "specialized" knowledge or skills required to fill the position by a qualified applicant. In addition, due to the requirements of the position, recruitment could be contained to the local region and avoid any advanced recruitment techniques such as executive search, trade magazine advertisements or targeted broadcast mailings. All sources of recruitment were confined to local job centers, regional online job boards and social networking sites and newsprint publications. Additional "in-house" recruiting was initiated in the recruitment plan which commenced one week prior to any external recruiting. The entire recruitment budget for this position was $1000, and although the internal recruitment efforts did not produce any qualified candidates, there was minimal cost to the company.

III. Selection Method

Effective employee selection is a vital aspect of a successful organization. The manner in which employees carry out their functions is a primary component in determining exactly how successful an organization will become. Job performance is basically determined by the ability of an individual to do a particular job and the effort the individual is willing to put forth in carrying out the work. Through effective selection, the company will maximize the probability that its new workforce will possess the required KSAs to do the work they were appointed to accomplish. Therefore, personnel selection is one of the two major ways (together with orientation and training) to make sure that new workers possess the capabilities necessary to perform their jobs. It also supplies the base for some other HR practices-such as efficient job design, employee goal setting, as well as compensation factors that motivate staff to complete their tasks proficiently.

Job seekers differ along several dimensions, such as educational and work experience, personality characteristics, and innate abilities and motivation levels. The logic associated with employee selection begins with the assumption that at the very least, some of these individual distinctions are pertinent to an individual's suitability for a particular profession. Thus, in employee selection the corporation needs to (1) determine the pertinent individual differences (KSAs) needed to accomplish the work and (2) discover and utilize selection methods that will dependably evaluate the level that job candidates possess the desired KSAs. The business will have to accomplish these tasks in a manner that will not unlawfully discriminate toward any job seekers on the basis of race, color, religion, sex, national origin, disability, or veteran's status.

The selection method used for this position was one which follows a specific pattern of initial application reviews by members of the Human Resources Team, followed by selected applications being reviewed by the Director of Human Resources for consideration of candidacy and a series of personal interviews.

The interview process began with a one-on one interview with the hiring manager assigned to Human Resources to determine the general qualifications and personality traits of the selected candidates. This manager was responsible for documenting and scoring the interview based upon standard criteria determined by the company. All applicants successfully completing this interview process with high ratings were recommended for a peer interview.

The peer interview process is performed to determine how well the applicant will fit into the existing organizational culture. The peer interview is conducted by members of the staff of the department being recruited for. These staff members have been trained in the proper manner in which to conduct an effective interview and are required to score/rate each interviewee based against predefined criteria established by the organization. From this information, the Director of Human Resources and the hiring manager will make a determination to select one of the candidates or to continue the recruitment efforts.

If a candidate is selected in this process, they are contacted and offered the position. Once selected, the candidate must undergo several in-house testing procedures prior to the offer being official. Job related skills such as typing, filing, computer applications, minor to intermediate accounting and multi-line phone management will be tested to ensure an adequate level of ability is possessed by the candidate. Additional testing that evaluated the individual's aptitude, personality, integrity and honesty will be administered as well. These are standardized tests produced by third party companies that specialize in Human Resources testing that have been approved for use through several independent agencies and are consistent with all Department of Labor guidelines and recommendations. Mandatory drug testing is also accomplished at this time. The preliminary results are immediate and detect any specific concentrations of major drug classifications. The samples are sent to an outside testing facility for more intensive testing with results being available within one week. Any positive findings, dishonest statements or misrepresented claims will result in the offer for employment to be retracted.

Once all test results are collected and the applicants listed and previous employment references have been verified, the official job offer is made and the orientation and job schedule is created. At this time, the candidates that were peer interviewed are notified that the company has selected a different candidate

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