HR Project

HR project Recruitment and interviewing processes

Johnetta Farmah

11/23/13

Recruitment and interviewing processes

The exorbitant costs of hiring and training have constantly made the process of recruiting employees such a precarious process and managers should avoid making mistakes when recruiting since any mistake can have a detrimental impact on the company. To get employees with the skills that match the job description is such a hard task and prudent decisions ought to be made on how recruitment will be carried out both internally and externally. This is how recruitment will be carried out both internally and externally in this company and how the job applicants will be interviewed.

Job posting boards will be one of the devices that will be used for internal recruitment. This will advise employees on upcoming slots or vacancies within the company that they may like to vie for (Carroll, 2009). Intranet posts, fliers and email flashes are other methods that will be considered in internal recruitment. This will then seek to fill the vacant or new positions by creating temporary teams or permanent teams within the company. Those employees who have performed exemplarily will also be invited for promotions and the slots left void after the promotion will be considered for external applicants.

There are four ways that will be considered when recruiting externally. The first method will be to consider job centers that are mostly handled by government agencies that help unemployed persons to get training (Schweyer, 2012). Job advertisements which are one of the most common types of external recruitment will be our second consideration in case the government agencies fail to provide the needed employees.

Personal recommendation will also be another consideration bearing in mind that it is cheaper since the only thing required is a recommendation by a colleague or friend to a particular employee (Sylva, 2009). Despite the lengthy assessment of the potential employee that may follow thereafter since he/she will be a total stranger to you and a competence assessment is therefore necessary in order to determine whether he/she possesses the skills needed in the company, it saves greatly on the advertising costs.

There are two interview processes that are efficient for recruiting potential employees. Group interview : this process is one of the most efficient. This is because it will be able to identify the skills and potential of these applicants and determine whether their skills align with the job descriptions.

A one-on-one interview : A one-on-one process tests the confidence and commitment of any job applicant which are vital characteristic traits in the hiring . An employee may possess exemplary skills but lack the commitment to work for the company which may lower his/her productivity and hiring an employee with both the skills and commitment to work for the company is every manager’s dream.

The three interview questions that may likely be ask are as follow:

Tell me about a time when you were assigned what you considered to be a complex project , What steps did you take to prepare for and finish the project?

Answer: “Good question. I’ve worked on many complex projects. I think that the most important thing is to clarify the goals of the project as much as you can in the beginning, and then create a reasonable timeline with milestones where significant parts of the project will be finished. Also, it’s smart to tackle the most difficult parts early on in a project.etc

What motivates you the most to successfully handle a large project? A great answer might be, “Achieving short-term goals on time, with contributions by the entire team, moves us all toward the goal of completing the project. Meeting each set of goals helps keep everyone focused, improves the work environment and leads to success – which motivates me to take on increasingly complex projects.”

What are the necessary steps to successful project management?

Ask questions to clarify objectives. 2) Verify that you are on target. 3) Complete task on time. 4) Ask for follow up work or have signed punch list. 5) Bill or Invoice project.

References

Carroll, M. (2009). Recruitment in small firms: processes, methods and problems. International Journal of Business 7, 413-421.

Schweyer, A. (2012). Talent management systems: Best practices in technology solutions for recruitment, retention and workforce planning. Investment Journal 2, 32-37.

Sylva, H. (2009). E‐Recruitment: A study into applicant perceptions of an online application system. Journal of Selection and Recruitment 9, 48-53.