Se ha denunciado esta presentación.
Se está descargando tu SlideShare. ×

Recruitment and Selection Process.docx

Anuncio
Anuncio
Anuncio
Anuncio
Anuncio
Anuncio
Anuncio
Anuncio
Anuncio
Anuncio
Próximo SlideShare
PM2009.pdf
PM2009.pdf
Cargando en…3
×

Eche un vistazo a continuación

1 de 3 Anuncio
Anuncio

Más Contenido Relacionado

Más de Kiran Dubb (20)

Más reciente (20)

Anuncio

Recruitment and Selection Process.docx

  1. 1. The steps involved in attracting and choosing a new hire to fill a vacant position within a company are known as the recruitment process. Managers, Human Resources Management, and recruiters are responsible for this task. A company can find qualified candidates efficiently and quickly with an effective recruitment process. Constant evaluation and intentional planning are required for the process to succeed (Perucci, 2019). The recruitment process of our bakery will entail all the procedures from the job description to the offer letter, including the initial application, screening, face-to-face interviews, evaluations, background checks, and all other factors that are important to make the appropriate hiring (Resources for Employers, 2022). Here are the different stages of the recruitment process of our bakery: 1. Planning - identifying the vacancy and its requirements: The first step of recruitment is to identify the vacant position within an organization. Maybe it seems easy to identify the hiring need, but it is an arduous task to create a new position or change the responsibilities of a role. In our bakery, the newly formed position is the HR manager. We have established the role and duties of the HR manager, for example, the candidate should have experience in employee relations, recruitment and selection, staff training, and employee performance management. We are expecting the resume of approximately 100 candidates for this position (Talos, 2021). 2. Analysis – Whom are we looking for? This step includes the skills, level of experience, and education we seek for the HR position. The candidate must have a master’s degree in Human resources management, at least 3 to 4 years of experience in the same position, as well as they, have strong knowledge of developing and implementing HR practices. It is good if the candidate has the capability of problem-solving and negotiation skills. All these qualities will help to pick up the top roles and will save valuable time. 3. Searching – Candidate attraction To notify the position of the HR Manager, we advertise the job position via social media. Our bakery uses different channels for ads like indeed, YouTube and Facebook videos for the promotion that includes a concise description of the position, roles and responsibilities of the HR manager, and Employee Value Proposition to attract the top candidates. For example, health coverage, commute benefits, parental leave, compensation and rewards, and perks (free donuts during a break, 35% discount on merchandise, and coverage of mobile bills). 4. Screening – choose which candidate to engage For the recruitment or hiring platform, we will use an applicant tracking system through which we can easily track, review, and manage applicants in an efficient and friendly manner. ATS will store the data of applicants securely in one place, and screen and rank the candidates. It will give visibility over applicant data, including survey results, CVs, interview performance, and professional experience (Talos 360, 2021). For example, we are expecting the applications of almost 100 candidates for this position. We will select the top 20 qualified applications that match the requirements of this position and will eliminate the candidates who do not match the minimum requirements. To narrow down the selection process, we will conduct a phone screening of selected candidates before scheduling an in-person interview (Perucci, 2019). 5. Engagement – Interviewing, assessing, and connecting After informing the top candidates via automated SMS/email, the next step is the engagement stage. First, the interview would be between applicants and the hiring manager where the main
  2. 2. focus will be on the experience, work, skills and availability. Next, there will be engagement between the candidate and multiple hiring team interviewers, and they will focus on the same topic, which is known as reliability. The final interview will be with our bakery’s senior leadership, and a very small pool of candidates will be left here (Smart Recruiters, n.d.). The questions that we will include in our interview are: Behavioural Questions: 1. Describe a time when it was difficult for you to accept one of your employees' suggestions. a. How did you express your opposition to this or those ideas? b. How did the coworker react to the news? (Indeed, 2022). (Functional Competency – Communication) 2. Tell me about a time when you made a mistake that negatively impacted an employee. a. What was the reaction of the employee? a. How did you solve the problem? (Indeed, 2022). (Core Competency – Client Focus and problem-solving) Situational Questions: 1. What would you do if you were asked to do something you had never done before? a. What strategy will you use? b. Describe the steps you take to learn a new skill (Indeed, 2022) (Competency- Problem Solving) 2. How do you manage multiple tasks during a shift? a. Describe the strategies you use to manage your time well. b. Give an example of a time when you had to juggle multiple baking projects to demonstrate your time management skills (Indeed, 2022). (Competency- Planning and Organizing) Experience-Based Questions: What is the most valuable thing that you learned from your previous job? How will you implement that skill here? a. Do you think it will be helpful for our company? b. I would like to hear more (Competency- strategic thinking, continuous process of improvement) 6. Selection – make a hiring decision After conducting interviews, we will tell the candidates that they will be informed after one week through email. We will compare each candidate's performance and score whether they are meeting the required competencies. We will score them according to their answer and then assess which skill and trait are most desirable for the role of HR Manager. To eliminate unconscious bias, we will use multiple hiring managers and candidate scorecards and will eventually discuss the strengths and weaknesses of the candidates. Out of the top 30
  3. 3. candidates, we will select one right candidate that will match the position with the right skills (Talos, 2021). 7. Onboarding- welcoming a new HR manager to the team After hiring a new HR manager, we will professionally welcome them to our bakery. We will introduce the HR manager to their roles and responsibilities, business environment, and colleagues. We will provide them with a positive environment on their first day and train them for their role and position. References Perucci, D. (2019, June 25). The Quick Guide to an Effective Recruitment Process. Retrieved from Bamboo HR: https://www.bamboohr.com/blog/guide-effective-recruitment- process#:~:text=The%20recruitment%20process%20involves%20finding,start%20working%20fo r%20the%20organization. Resources for Employers. (2022). The recruitment process: 10 steps necessary for success. Retrieved from Resources for Employers: https://resources.workable.com/tutorial/the-recruitment- process Smart Recruiters. (n.d.). What is hiring process? Retrieved from Smart Recruiters: https://www.smartrecruiters.com/resources/glossary/hiring-process-steps/ Talos. (2021, December 9). The 7 steps of recruitment you need to follow. Retrieved from Resources: https://talos360.co.uk/resources/ats/7-steps-of-recruitment-process/ Talos 360. (2021, December 8). What is an Applicant Tracking System? Retrieved from Talos 360: https://talos360.co.uk/resources/ats/talos-guides/what-is-applicant-tracking-system/

×