Question

The human resource employee recruitment and selection processes are critical to maintaining a competent and fully staffed workforce. Although these processes may have some potential weaknesses, it is incumbent upon the organization to continue to identify these issues and make any required improvements.

This discussion has four parts, as follows:

1. Think about personal experiences that you have had with a human resources department either during recruitment or the hiring process. What role did human resources play in the recruitment and selection processes? Your reply should focus on the tasks of the human resources group that would include items such as determining the need for new employees.
2. Discuss the importance of each step of the recruitment and selection processes. Based on your personal experience, what step do you think is the most important, and why? Your response should provide details of these steps and not simply list the steps.
3. From your personal experiences with the employee recruitment and selection process, what are some problems that you have seen, and what do you think could be improved?
4. Think about a time when you were interviewing for a position. What test or assessment was used during your evaluation? In your response, speak to how the assessment was done and how effective you think it was.

Answer 1

Recruitment and selection

Recruitment and Selection are two vital functions of HR in any organization.They involve the process of sourcing,screening, shortlisting, and selecting the right candidates for the positions that are open in an organization.

The Hr pays a significant role in recruitment and selection processes.Recruitment process can be definedin stages as below

1. Stage one is defining the requirements where the organization aligns their vison and mission and analyses the reuirements that enable the alignment .The role that are to be filled are identified and the job descriptions are drawn on the requirements.The job specifications are drawn based on the the job descriptions. The job description explains about the role while the specification explains the qualifications required by the candidate

2. Stage two is Attract potential employees (I.E) once the job descrption and the specification are ready the HR takes to advertise about the vacany on various forums.

Job advertise is done to create an awareness about the vacany in the organization .People who consider themselves suitable apply for the role with their CVs.

3. Stage three is to select Right people through interviews and assesments.Once the applications are recieved the HR goes through the CV and look for the specifications mentioned and the candidates eligiblity.If the HR considers that the applied candidate is eligible then comes the shortlisted list , those who arenot in the list are cinsidered rejected applications .

The shortlisted candidates are called in for interviews to identify if they have the right attitude to fit in the culture of the organization .

Interviews can be structured ,unstructured or semi structured .

Structed interviews are standaraized interviews and the responses are graded based on their accuracy .

Unstructured interviews are open ended and requires the candidates to express himself to understand the strength ,weakness , character and aspirations of the candidate .

Sem structured interviews are generally like a discussion where it starts off wth a specific topic and goes on with the flow .