hr management course project

After the job requirements and the selection criteria for the new position have been determined, the employers are faced with the decision of where to get the applicants necessary for filling the position. Most of the vacancies in organizations are filled either externally or internally depending on nature of the job position, organizational policies, availability of qualified candidates and the recruiting costs (Willard & White, 2013). Some of the sources of qualified applicants are:

The first source is promoting the current employees within the organization. This helps in keeping the employees morale high, and job specifications are most important here. The other source is the employees’ referrals. This involves employees of an organization publicizing by the word of mouth. The third source is the unsolicited applications. This is where candidates apply for a job by sending their details (Willard & White, 2013).

Diversity importance within an organization

Diversity is crucial in an organization. A company committed to a diverse workforce aims at harnessing a pool of employees with the unique qualities and the taking the differences in them as potential for growth and not for opportunities for conflict. Organizations with diverse employees have some benefits. The employees have different experiences and background which bring together a variety of perspectives and evoking alternative solutions or approaches during discussions. Diversity also enhances unity and ensuring the growth of employees. When selecting a candidate, I would consider qualities like problem-solving ability, effective communication, critical thinking, experiences, and team building ability, ability to work with others and so on (Jackson, 2010).

Recruitment process

Recruitment process involves the following. One, recruitment planning, it involves drafting a comprehensive job description for the vacant position, by outlining minor and major responsibilities, grade and the level of pay, also whether permanent or temporary and mentioning of special conditions. Secondly, strategy development, the issues considered here are the type of recruitment methods to use, whether to prepare required candidates themselves or to hire from outside, geographical area to be considered for looking for the candidates, what sequence activities to be followed when recruiting the candidates and which source of recruitment to be exercised. Thirdly, searching, involves attracting the job seekers to an organization. They are two sources i.e. internal and external sources which should be considered. The fourth, screening, is starting point of the selection process and an integral part of recruitment. The reason is, selections begins immediately after application have been screened and shortlisting. Applications re-screened against skills, interest, abilities, knowledge and the experience stated in the job specification. The unqualified are eliminated in the selection process. Techniques used are testing, interviewing and preliminary application. Finally, evaluation and control, the cost involved in the recruitment process is evaluated, and control is hence imperative. The cost incurred in the hiring process are; administrative expense, recruiting unsuitable candidates cost, preparation of analysis job costs, outsourcing costs and salary costs (Payne & Wood, 2015).

Interview process

Interviewing the candidates for the position in the organization is the final step in hiring process. To get the right person to occupy the position in the company, interviewing s critical. Determine the need to hire the new employee, conduct a thorough job analysis, the job description and job specification are supposed to write for the position based on job analysis. Determine salary for the post based on the internal and the external equity, decide on how and where to find the applicants, collect and review the applications and the resumes and finally select a most qualified candidate for further consideration. For the most qualified candidates, interview based on the job descriptions and the job specification and make sure to check the references. Finally, hire the best person for the occupation post (Research., 2009).

Final selection

During the final selection, the following factors and activities are imperative. It is important to take time since hiring in haste may lead to disastrous or significance mistakes. Should consider cultural fitness, with the personal qualities and skills that will balance them that are being to and the overall organization. Identity the unique skills by asking which unique skills the candidate should bring to the organization should possess the ability to adapt to the various environment. Should also hold the final interview round for the outside opinions, this will give time for department team members or managers sit in. Look for little things like if the candidate arrived in the interview in the formal attire, dress code, lateness, remember their attention details is the excellent indication of what they will make a valuable employee. Finally, pick a passionate candidate about the profession and particular positions within the organization (Resources, 2011).

References Jackson, S. E. (2010). Diversity in the workplace. New York: Guilford Press, Payne, T., & Wood, R. (2015). Competency-based recruitment and selection. Chichester: Wiley. Research., A. C. (2009). Practice now! : how to prepare for the recruitment and selection tests. Camberwell: Australian Council for Educational Research. Resources, T. D. (2011). Selection process. Austin: Texas Dept. of Human Resources, Volunteer Services. Willard, A. F., & White, C. (2013). Managing the recruitment process. New York: Law & Business, Inc.