1. Desribe about job advertisement for the post of assistant HR manager.
2. Discuss the selection methods in selecting right candidate.
Summary of the Job Role: The assistant HR manager is required to work with the organisation’s HR manager and assist them in performing their roles and responsibilities in a positive way. The specific tasks that assistant HR manager needs to do is to report to the HR manager and provide support to the HR teams of the organisation. The activities such as posting new vacancies with different advertisement companies, guiding the HR team members in assessing the applicant’s CV, assisting them in organising the recruitment and selection process, and induction and training of the selected employees. The assistant HR manager is therefore required to work as a guide to the team member and reports the performance of the entire team to the senior HR manager of the organisation. Apart from the above basic job role, the assistant HR manager is also required to participate in the strategic decision making of the organisation to guide and support the future strategies of the organisation in relation to employing people.
Summary of Knowledge and Abilities: The HR assistant manager job requires the candidate to possess good understanding of HR terms and concepts, knowledge of all the technical terms and the ways they could be applied, good ability to communicate, fluent English, higher confidence level, and ability to address large number of audience at a time. The candidate with an experience of 3-5 years in the HR role in a reputed organisation is preferable.
Reward Package: The rewards to the assistant manager will be the industry best (Negotiable based on knowledge and abilities).
Location: The assistant HR manager is required to work at the head office of the company at London. But the job requires travelling for at least 10 days in a month.
Job Tenure: The recruited candidate will have to undergo a probation period of 6 months, and this is followed by making his/her job permanent based on performance within organisation.
Details of How to Apply: The interested candidates are required to visit the company website, and at the career option, they have to submit their details including CV. The shortlisted candidates will be contacted by the company and they will have to undergo a selection process to get selected for the post.
Application Deadline: The deadline set for the application to the post of assistant HR manager is 10th of April 2015. All applications should be received on or before 10th April.
Statement of Equal Opportunity: Our company positively supports the notion of equal employment opportunity. All the employees irrespective of their caste, colour or creed will be treated equal and there will not be any kinds of discrimination on any ground. There is equal opportunity available to all to get selected in our company based on their abilities and qualifications.
Minimum Qualification: For the post of assistant HR manager, the candidate must have completed masters in HR and possess sound knowledge and experience in the field of recruitment and selection.
This report is aimed at analysing two important selection methods that could be applied for the above job role of HR assistant manager. Recruitment and selection of employees is a crucial task and requires the application of HR knowledge and abilities to ensure the best possible candidate is selected for the specific role. This requires the appropriate consideration of most efficient employee selection methods. It is also essential that the HR managers should have a clear understanding of the ways in which they could be applied. In this report, the focus has been towards identifying the selection methods for the above post of assistant HR manager initially, and this is followed by an assessment of the suitability of such selected methods. The possible challenges associated with the chosen selection method will be assessed and finally, the ways in which the selection process can be employed would be discussed.
Identification of Two Selection Methods
Selection of a right candidate with good skills and abilities is essential. However, this requires the employment of efficient selection methods that would allow the HR manager in performing the best possible assessment of the candidate’s ability and knowledge. There are a range of employee selection methods that are available in performing the selection of right candidates, but the two most important selection methods that would be considered as a part of selecting candidate for the post of assistant HR manager are online screening and short-listing, and interviews. These are the two important selection methods that have been considered in performing the selection of employees (Cook, 2009). The online selection and short-listing method indicates that it involves critical assessment of the initial details as posted by the candidate on the company’s website, so that they can be analysed to identify whether the candidate is eligible for the post as considered by the organisation. This step to employee selection basically checks whether the applied candidate fulfils all the criteria that are essential for the job position as considered. This will reduce the efforts of the HR managers in particular who would actually assess the abilities of the candidate because they would be provides with candidate lists that are most eligible for the post. The second important selection method as considered is interview method. In interview method, the candidate has to undergo an interview process which is undertaken by senior personnel of the organisation usually the HR manager, and this process assess the actual ability of the candidate as to whether he/she suits the position for which the process has been considered. Thus, the application of both these online screening and short-listing method and interview methods are considered in this job of assistant HR manager (Dale, 2003).
Effectiveness of the Chosen Selection Methods: The above analysis indicates that the two chosen selection methods are online screening and short-listing and interview method. In respect to the effectiveness of these two selection methods are concerned, their effectiveness could be assessed by way of examining the actual goals of this recruitment and selection process, and the extent to which the selected selection methods would likely to positively help in accomplishing them. As the profile is mainly for the HR assistant role and there has been adequate detailed being indicated with respect to the requirements from the applicants, the best way to perform the selection process is mainly through screening of the candidate’s profile online (Cascio, 2006). As the process of job recruitment is through online submission of details by the applicants, the first step in their selection process of online screening and short listing is most effective. This is mainly because this step will allow for short-listing the candidates based on their profile. The candidates that are not suitable for the job will be eliminated and the most probable candidate will be selected for the next process. Apart from online screening process, the selection method interview is also highly effective because it will allow the HR manager in judging the potential of the applicants on face to face basis. As a result of this, the direct and best possible evaluation of the candidate could be possible with respect to the skills and abilities that are mentioned by them on their CV through the application of this interview method. Thus, from the point of view of judging the overall effectiveness of the candidates, these important selection methods are highly essential to consider (Cascio, 2006).
Possible Challenges with the Selection Methods
As the selection method of online screening and interviews are considered, there are certain major challenges that may be likely to encounter in the process. As for instance, the most significant challenge with respect to the online screening process is that there could be the possibility of partiality while screening the applications of the applicants. There might also be the challenges in the form of missing out important applicants during such screening process because it is not always necessary that candidates with good documentation are best for a particular post. There may be candidates who may not met out the minimum requirements as set by the company for the eligible candidates, but at the same time, they have good amount of experiences and knowledge which could allow them in gaining an upper hand over others (Bowen, Ledford and Nathan, 1991).
Apart from the above major challenge, the interview selection process could also pose challenges as well. As for instance, there could be ethical challenges in the interview process in the form of higher chances of favouritism showed to some candidates because of their relations with the interviewer, or there could also be challenges in the form of legal compliance with the equal employment opportunity that has been highly emphasised by the organisation. Equal employment opportunity requires businesses to make it sure that there is no such any kinds of partiality in the employee selection process. Each and every applicant should be given equal importance, and their selection should be made based on merit. But the interview selection method provides great chances for biasness in the process, and as a result, this may be regarded as a major challenge in the process (Jackson, Schuler and Werner, 2011).
Implementing Selection Methods Efficiently
The selection methods as considered in this recruitment and selection process are online screening and interview method. However, it is essential that the implementation of such selection method should be performed in a highly efficient way so that the actual outcomes as expected from the process could be achieved. In this respect, in order to successfully implement the online selection method, it is essential that there should be experts that should be placed on the screening process so that the chances of errors or mistakes can be eliminated. Apart from this, it is also essential that in order for the online screening process to be effective, the checking of online applications should be allowed in a two stage process whereby two different employees would check all the applications before they are actually allowed to pass on. This will allow for efficiently handling the selection process with a view to identify the best possible candidate as needed (Roberts, 1997).
With respect to the interview process, its implementation should also be carried out in a highly efficient manner so that the desired outcomes from the entire process can be accomplished. As for example, it is essential that the interview panel should comprise of expertise members and there should be HR manager, and other HR assistants to perform the judgment process. This will allow for better way of judging the potential of the candidate. In addition to this, during the interview process, it could be possible that the candidate should be offered with practical situations so that they can be better judged regarding the HR abilities and efficiency. These are some of the initiatives that are considered essential during the implementation of the selection methods in performing the selection of HR assistant manager (Behling, 1998).
A critical analysis of the employee selection process including the effectiveness of the methods is performed in this report. The analysis indicated that the important selection methods that are considered as a part of selecting HR assistant are interview method and online screening method. The effectiveness of both these selection methods is evaluated in this report, and it is assessed that the chosen selection methods are highly suitable for the given selection process. The online screening will reduce the loads from the final HR managers in selecting candidates for assistant HR manager profile. This will enable the interviewers in taking the most efficient approach to selecting the HR assistant manager. Apart from this, there has been the analysis of challenges in the process, and it is evaluated that there are certain major challenges that may encounter in the process. These challenges are mainly in terms of ethical issues in the form of biasness in the process or personal favouritism as well. However, the successful implementation of these selection methods require the consideration of appropriate strategies such as interview panels consideration and dual checking with respect to online screening.
References
Behling, O. 1998. Employee Selection: will intelligence and conscientiousness do the job? Academy of Management Executive, Vol. 12 (1), pp. 77-86.
Bowen, D.E., Ledford, G.E. and Nathan, B.R. 1991. Hiring for the organization, not the job. Academy of Management Executive, Vol. 5 (4), pp. 35-51.
Cook, M. 2009. Personnel Selection: Adding Value through People. (5th ed.). London: John Wiley & Sons.
Cascio, 2006. Managing Human Resources. India: Tata McGraw-Hill Education.
Dale, M. 2003. Manager’s Guide to Recruitment and Selection. 2nd ed., Kogan Page Publishers.
Jackson, S.E., Schuler, R.S. and Werner, S. 2011. Managing Human Resources. 11th ed., USA: Cengage Learning.
Roberts, G. 1997. Recruitment and selection: a competency approach. CIPD Publishing.
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