The recruitment process usually starts with the recognition for the need for a given skills or mix of skills. This means that the onset of the recruitment starts with the concerned department. For instance, the finance department, on realization that there is a need for an extra accountant would inform the human resources department of such need.
The job description and job specification are therefore agreed and drafted by the department concerned department head (finance) together with the human resources manager.
In designing the job description and specification, the job is critically analyzed; the deliverables properly documented in such a way the candidate will easily understand the requirements of the job. These may include the physical demands for the job, the hours to work etc. Special details of the job also need to be specified so that the job posting will be complete is a manner that the prospective candidates will be able to get the full information.
The person specification is the next step in designing a job. In this area, the candidates specific skills requirements is analyzed, this is in agreement with the particular job description. The candidate’s academic and professional requirements, training and experience should be properly outlined. Care should however be taken to ensure that the particular person specifications do not intentionally lock out potential candidates as a result of discrimination in terms of gender or physical abilities as this is against the requirements of the local legal framework (Taylor,2010)..
As explained earlier, the first step in the recruitment is the request for personnel. When a vacant position arises, the immediate supervisor must notify the human resources department so that the necessary steps towards re-staffing could be commenced.
Once the vacant position has been agreed, the human resources department posts the job advert in the local dailies, and also on the company’s’ website if applicable. In some cases however, the company could employ the services of recruitment agencies to assist in specialized hiring incase the particular candidate is expected to have specialized skills.
The end of the recruitment process is characterized by the receipt of the applications from the candidate pool. Selecting team reads the applications that have been submitted and make a selection based on how close the candidate’s qualifications meets the job descriptions and specifications. The shortlisted candidates should be selected on the basis of merit so as to ensure that the process is free and fair. This is done in consideration of the job requirements so as to ensure that the candidates who meet as closely as possible, the job specifics are selected (Gratton,1999).
Arranging the Interview
The person responsible for the interview schedules the dates and times for the interview with the shortlisted candidate and should also notify candidates of any selection tests that will be administered and any materials or documents that they may be required to carry. The venues for the interview should also be considered and agreed at this level.
The interview is purposed to appoint the best suited person for the job based on suitability to the particular job. The selection panel should achieve this by ensuring a systematic, fair, unbiased and based on a rational criteria. The candidates in the interview should be treated the same way. For instance, all candidates should be asked the same questions, not harassed and should be given a fair judgment in regard to decisions on hiring ( Randal&Jackson,2007).
The hiring decision
The hiring decision should be guided by the candidate’s performance at the interviews, the content of applications and both academic and professional qualifications, the outcome of selection tests if any.
The interviewers should also do a reference checks on the selected candidate just to be sure that the candidate has provided correct information especially concerning the work history, educational qualifications and the evidence presented in the interviews.
Disqualification of Applicants
Any person that has been conviction of any serious crimes that in the opinion of the interviewers would be detrimental to the operations of the organization and any person whose conduct would jeopardize the business of the organization etc.
After the interviewers have completed all their work and agreed on the right candidate, an offer letter is drafted and handed to the candidate stipulating the job description, salary, company rules, termination procedures, notice periods etc. The candidate is give the letter in duplicate and is supposed to sign and return a copy of the employment letter to the human resources department for filing in the personal files. This should mark the end of the recruitment process.
TRAINING AND INDUCTION
Training and orientation of the employee should be guided by the employees past experience. In case of experienced employees, minimal on the job may be necessary. It should however be noted that each employee must be trained on the companies policies, culture and expectations. A new employee must however be formally introduced to all other existing staff so as to ensure that the staff is properly inducted in the company.
Randal,S.S&Jackson E.S (2007) Strategic Human Resources Management. John Wiley &Sons
Gareth, R(2005) Recruitment and selection, developing practice. Chartered institute of Personnel and development
Taylor, S (2010). Resourcing and talent management.Mc Graw Hill Education
Gratton,L (1999) Strategic Human Resource Management: Corporate Rhetoric and Human Reality,Paris