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Module 3 Capstone Assignment: HR Best Practices

HR Best Practices Audit

Introduction

Human resource department of an organization is an important unit of the organization because it addresses all staffing needs of an organization. The human resource department ensures that the right staff is deployed in an organization to ensure the best outcome with an organization. The department also ensures the rights of workers are observed by ensuring fair compensation for their services and that all disputes involving staff are settled in an impartial manner to satisfaction for all the parties involved. Recruitment of the right staff is critical to ensuring the organization achieves its objectives. This promotes fairness in recruitment by ensuring that transparent and unbiased recruitment and selection process is adhered to, so that the best candidates are appointed based on merit best fit to the values, goals, and the philosophy of the organization (Acikgoz, 2019). Recruitment process is appropriate for the organization for a number of reasons. To begin with, the organization should ensure the job description meets the business needs. Appropriate and consistent selection criteria should be followed at every stage of the process. Besides, the selection process needs to be conducted in a manner consistent with the legal provisions. This promotes confidence of the candidates because they are sure it is a genuine job and the whole process is open to be followed by all the stakeholders. The five critical elements that should be considered during recruitment process include suitability, consistency, legality, credibility, and transparency.

Suitability to the position

The best recruitment and selection policy should pay attention to the description of the job in line with competencies that contributes positively the organization business needs. The suitability of the candidate should be based on the job elements and then matching the skills of the candidate with the available post. Suitable candidates should possess important skills such as leadership, able to work in a team, express strong interpersonal skills during the interview process. The candidates must background work ethics and a professional attitude described from their previous work experiences. This makes it possible to adapt to any work environment and give their best for the benefit of the organization (Pang et al., 2019).

Consistency of the process

The recruitment and selection process require the hiring team to have predetermined criteria that the organization utilizes at all stages of the recruitment process. This eliminates possible risks associated with bias and discrimination during the process. This ensures that all the candidates to the job are treated equally by asking them similar questions. This enhances an equal assessment of all the job candidates.

Legality of the process

The recruitment and selection process should be conducted in line with the provisions of the privacy and equal opportunity legislation to ensure the process is conducted in the most transparent possible manner. The recruiters and the recruitment policy need to adhere to these provisions by making it clear to the recruiters. This should be enhanced because it could potentially harm the reputation of the company as it looks at making its relations better with the recruits and other stakeholders to promote their relations.

Credibility of the recruitment process

The process should be backed by credible sources of information regarding job advertisements by ensuring they are genuine. Some of the organizations might just post an advertisement with the aim of polling talents outside their organization without the aim of recruiting new talents. The organization need to call the applicants to follow a certain application procedure, making them to feel more confident with the position they are applying for since they are sure the position really exists. If the candidates observe that the organization is reputable by observing good practices through recruitment process making potential employees to become part of the team.

Transparency of the process

All the procedures during the recruitment process need to observe transparency. This should make it possible for all the stakeholders such as human resource department heads, line managers can easily follow the process and are confident with the outcomes. This promotes openness and trust among the recruiting team human resource departments because they are sure the best were selected for the available posts (Soelton, 2018).

The process of recruitment should always be embarked by principles such as respect for diversity, ensures decisions are made based on ethics; the applicants are selected based on merit, and observance of fairness in all selection procedures. The recruitment team should remember that hiring the most talented candidates is the goal of every organization to enhance its success objectives. For the organization to ensure the right talents are hired, it has to first recruit which can be quite a challenging task. During economic downturns companies can find it hard to fill certain job posts and the organization need to look for the best approaches to target potential candidates and the message they should convey to ensure the right candidates are reached. This is because; failure to follow the right procedures, an organization can end recruiting unqualified candidates, without diverse skills, and who can potentially decline job offers.

Effective recruitment process

The organization need to ensure the recruitment process is as effective as possible by using applicants tracking systems to have a background check on the candidates before they are fully recruited into the organization. Besides, only basic information should be included while describing the available position. Candidates’ communication should be made a priority to ensure the best talents are attracted to the post. The current employees should be given a priority because they are already used to the organization systems. When the organization has identified elite candidates, they can make arrangements to meet them. The interview process needs to streamlined and focus on building the existing talents and incorporating new ones to enhance diversity. Efficient recruitment process is specific to the organization and used as a model of sourcing and finding the right individuals for the right job at the right time. This process has to follow a step at a time to ensure the right talents are brought to the company to contribute to its growth. The process that is all inclusive has five key stages, but depends on the company’ business, vertical and organizational structure, size of the organization and nature of operations; and the recruitment model and selection process used by the organization.

Steps for an effective process and comprehensive recruitment process

To ensure the recruitment process is implemented effectively, the following steps need to be considered.

· The organization human resource managers need to identify the need for hiring.

· Once the need has been identified, the best recruitment team should be set in place.

· The job description should be outlined to ensure the best talents are captured.

· The recruitment team should engage in a talent search from the candidates interested with the available position.

· After the screening of the candidates, the candidates should be shortlisted.

· Then they are invited for interviewing after which they are evaluated and offered employment.

· Once the new employees are offered a job, they need to undergo introduction and induction as part of the workforce for the company.

Benefits of an Effective and Comprehensive recruitment process

One of the benefits that will be gained from the comprehensive recruitment process is saving the time spent on identifying the appropriate candidate, their recruitment, and the consequential hiring. Besides, if the process is conducted effectively all the employees of the organization will remain engaged throughout the process and after employees are brought to the organization. The recruitment process will be proactive rather than reactive eliminating the possibility of workforce shortages within the organization. This will result in overall improvement in performance of the organization (Muruganantham, Antony & George, 2020).

With employers struggling to solve the issue of labor shortages, there is need to come up with a process of efficiently and effectively identifying, assessing, and hiring talents to fill these gaps. Organizations should come with recruitment strategies that streamline recruitment efforts, improve hiring processes, and speed up the process. Besides, the organization need to have a standardized process that ensures the process is going as planned by making it easy to identity inefficiencies in the recruitment process.

Checklist of areas to consider during recruitment process

Areas to consider include;

· Ensuring a hiring plan is in place

· Identify the sources of the candidates

· Creating and publishing the job posting

· Make sure the job is easy to apply

· Enhancing an open position

· Screening, shortlisting and inviting them for interview.

· Communicate with candidates after interview and close the deal.

This checklist ensures that the organization has a guide that that streamline processes to ensure everyone is on the same page, and identifying areas of the process that require improvements.

References

Acikgoz, Y. (2019). Employee recruitment and job search: Towards a multi-level integration. Human resource management review, 29(1), 1-13.

Muruganantham, G., Antony, S. P., & George, E. P. (2020). Understanding job and organizational attributes as signals from recruitment advertisement. Journal of Indian Business Research.

Pang, E., Wong, M., Leung, C. H., & Coombes, J. (2019). Competencies for fresh graduates’ success at work: Perspectives of employers. Industry and Higher Education, 33(1), 55-65.

Soelton, M. (2018). Toward the best model in recruitment process and employee competence in outsourcing industries. Jurnal Ekonomi, 23(2).