Recruitment is a fundamental business function of the HR team; an effective HR team ensures that the recruitment is in sync with the timeline of filling in the position. Hiring a right candidate who is fit for the job is another key aspect of recruitment. In order to identify the requirement to make recruitment it is expected out of the HR team to lay out the strategic and operational plans indicating when the team would require an addition in the workforce. At the same time the workforce may be sufficient currently, but the future projections indicate otherwise, thus creating projections is one of the important parameter in identifying the requirement for recruitment. Another way to identify the need for recruitment is by going through the historical records of the company and seeing when the need for the recruitment arrives. Based on all these parameters a timeline has to be drawn with all the projection and numbers which are gathered by the line managers. After plotting down all these points the recruitment process has to begin. A previous employment agency, referral, advertising etc. can come handy in picking the right candidate for the job (Sarma, 2017)
Positions in an organization are created primarily due to following reason: Termination/Resignation of an employee, business expansion, future market projections, need for additional manpower. All these reasons have to be justified by the line managers, or the people who are leading the team. These are the people who are well aware of the business process and know the pulse of the team. They are the best judge of their team and also know how the productivity of the organization will be increased. Hence it is said that approvals are needed before filling up the positions, else it will be a simple waste of human and organizational resources (Chan & Kjellberg, 2017)
It is extremely essential to cater to the timelines before making an appointment in order to ensure no waste of the human and the organizational resources. HR has to keep in mind the notice period which has to be served by the going employee and also the duration in which he has to cover the set target (Russell & Brannan, 2016)
Competency profile for the role of Sales Manager:
A sales manager is a person who is confident, well averse with the current business tools being used in the organization and also has certain experience in handling team. Some of the competencies required for the position of sales manager are
A job description is a very useful document which helps in assisting and determining the key responsibilities, objectives and tasks for the job. A job specification entails the skills, education and experience the employee needs to have to actually perform the duties. As mentioned in the earlier question, the job description has to be created for the profile of Sales manager for online real estate portal
Job Title-Sales Manager
Job Purpose-The individual will be responsible for selling the online space of Magic bricks to the real estate clients. The clients are well known real estate giants, brokers and builders. The person will be responsible for retaining old clients as well to acquire new customers. He will be responsible for individual P&L of all his accounts. The position is encompasses revenue generation and product promotion (DeConinck, 2015)
Job Description
Position-Key account manager-Sales
Skills required-Corporate/Retail/Enterprise sales
Experience- 4-6 years
Salary-170000 AUD
Job Location-Sydney/Melbourne/Canberra
Corporate Sales
Retail Sales
Enterprise Sales
Attributes
Competencies
Qualification & Experience
Selection criteria
The candidate will have to report to the regional sales manager who sits at Sydney. The reporting will be direct followed by weekly review meeting with the regional sales managers and the zone sales managers (Kundu, Rattan, Sheera & Gahlawat, 2015)
Task or duties associated with the position
Legislation related to human resource in Australia
Anti –discrimination Legislation
WHS Legislation
January 1 2012, the WHS act 2011 and the work health and safety regulation 2011 took effect.
Standards
Standards Australia is the place to go to build a standard. The role of Standards is to assist one in the development and accreditation of a Standard if someone ever decides to develop one for the company. Standards can be understood as published documents setting out the procedures and specifications ensuring that the products and services are consistent. Standards are developed in three ways:
In order to create an accurate job specification or description, consulting with the person who is actually doing the job makes much of a sense as it helps in identifying the clear cut job responsibilities. The person is in a better position to explain his responsibilities in the job to the HR who can further draft the job description for other candidates. The other person can better explain the rationale behind the experience and qualification required to do the job effectively. These personal also helps in designing a better training plan which the person can learn I order to excel further in the organization (Lawless, 2014)
Commonwealth Government- Governed by the laws passed by the commonwealth government
State/Territory government- Governed the laws passed by state or territory government
Local Government- Local government by laws are passed by the councillors who are elected by the people who reside or own businesses within the local government.
A diverse workforce is the need of the hour; with the increasing globalization workforce diversity has increased and so has the challenges pertaining to workforce diversity. The workforce diversity can be made up of:
The position can be filled both internally and externally, but for both the ways organizational approval is must and should for the HR managers. This may differ according to the size of the organization, but the approval is important part. All this has to be in close sync with the WHS legislation. In case the companies don’t have any policies set in the place, the HR has to go through historical advertisement used for vacant position. The same can be replicated with the slightest tweak in it.
Job Advertisement
PET Insurance Expert
Contractual Job (3-6 months)
Attractive salary- (40k-60k Plus commission)
Qualification- Graduate (Any degree)
Experience-Should have a great understanding and experience in sales, customer underwriting and claim. The candidate will be preferred he has the above mentioned experience (1-3 years)
Position for- RBI Insurance
Application to be submitted on or before 28th March 2018
Job Description- Individual contributor, handle and manage the specific territory and handle all the existing account in that territory. Nurture relationship with the clients and explain the importance of PET insurance. Maintain a key account list of 100 plus clients and daily reporting to the regional manager.
Interested candidates can apply on the website www.rbiinsurance.com, or send in their resume to [email protected] . The shortlisted candidates will be informed through mail or telephonic call.
Note: Outside candidate will be given ticket fare and 1 day accommodation.
It is extremely important to have a beforehand knowledge on the existing resources in the insurance sector. The data can be obtained from www.abs.guv.au, this will give statistics on the existing resource and the labour market in the insurance sector. The talent pool can be picked from people who are pursuing their careers in the insurance sector and also from job portals where in the candidates are applying for the insurance position.
Out of all the options mentioned in the question, qualified is not a staffing requirement, it is more of a job requirement. All the other options like casual, permanent, full time, part time etc. are the staffing requirements.
Job Description
Job Title Waiter at Coffee Shop
Job Type Full time
Location Melbourne
Reporting Store Manager
Responsibilities Take ownership of the store
Cover shift of other waiters, as and when required
Wait on the table, take orders.
Ensure that the waiting time is less for the customers
Keep the waiting list in line and updated them on time
By heart the menu and have knowledge on the specials
Ensure a pleasant atmosphere for the customers
Qualification Undergraduate/Graduate
Experience 1-2 Years of Previous waiting experience
Skills Customer friendly, good communication skills, polite, quick decision making, pleasant personality, self-motivated
Performance Goals Ensure less waiting time
Ensure the orders are taken and served on time
Ensure pleasant atmosphere for the customers
Cover the shift of other waiters in time of crisis.
Interview Questions
|
Could you please run us through your Profile? |
|
Please give us an insight on your previous job experience |
|
Is there any particular incident with customer where you delighted him with your services? |
|
How comfortable you are with working in different shifts, and if need be will you be in a position to extend your working hours? |
|
I am sure you must have understood your job responsibilities, is there any question that you would like us to address? |
|
How soon can you join? |
|
Tell us something about yourself which is not written in your resume, but defines you as an individual. |
In an interview wherein maximum applicants are extremely talented, it becomes quite tricky for the HR to short list the candidates, and thus one has to opt for selection criteria. The criteria can be based on the relevant past experience, qualification required for the job, skill set required to excel in the job and at times if the entire team is young HR use age also as selection criteria.
Experienced candidates are more professional in approach and they have a better understanding than the fresher’s when it comes to understanding the corporate culture. Another advantage of hiring experienced candidate is that they have exposure of the job roles and responsibilities in the workplace and hence took less time in adjusting in the workplace. A big disadvantage of hiring experienced candidate is that they are skilled only in one skills set and thus get lazy and become accustom in doing the same task. Hence, a lot of companies do not give experience a higher weightage, preferably companies with start-up culture give less heads to experienced and prefer fresher’s over them and train them to better fit the needs of the organization.
The following points have to be kept in mind while scheduling interviews:
The questions have to be based on the selection criteria and thus the questions which are formulated around it are:
|
Person 1 |
Person 2 |
Person 3 |
|
Since my early age I was a baby sitter for most of my relatives while they were out for vacations. I always connected with children and it gives me immense pleasure to teach them something useful. |
I believe because they are extremely innocent, naïve and the most wonderful creation of god. They are a source of positivity and help me in deflecting my attention from the negativities and cunningness of the world. |
I am a parent of 2 loving kids and I feel strongly that my parenting has been hugely successful when I see them doing well with their lives. I would like to impart my love and care to other lovely children as well. |
|
I guess I am most productive during the early hours of the day, starting as early as 5 until 7 in the evening. I believe the reason for the same can be contributed to my morning yoga and meditation, it gives me energy to propel myself during the day |
I am a morning person and hence I am productive through the entire day. I run, pray and eat healthy to stay active through entire day |
I have worked in many companies in the past with different shift timings and hence I am productive until and unless I am sleeping. Thus time for me Has never been a constraint. |
Person 1: I believe the candidate is young, energetic and knows the contemporary ways of working with children. His experience of handling his family kids can be put to good use if his energy is channelized in the right direction. I think we can consider him.
Person 2: In my opinion the person has all the traits needed in a childcare worker, he loves kids, and he loves their nuances and certainly likes to hang out with them. He has opted healthy lifestyle during his entire life tenure and I strongly believe that he can impart right direction to the child in the early age.
Person 3: The candidate has an absolutely likable personality, but I still believe he is too over confident and he might perceive all the children to be like his children. This can definitely create some trouble in his behaviour towards children
Hence I would like you guys to make a choice from person 1 and 2 for the position of childcare worker.
In order to correct the bias the following has to be ensured after the interview:
To reach consensus a good communication has to be ensured among the panel members, a structured communication will ensure:
The following template will have question after doing the basic introduction and confirming it is the same person the HR wanted to reach out to have information on the candidate
Question Template for calling a referee
|
1- Is it a good time to speak with you, on saying yes, proceed with the following questions and in case of no, ask for a suitable time to call him/her |
|
2- Just wanted to ask how long you did two work together? |
|
3- What was the nature of managerial relationship amongst you two? Were you his manager, if yes, for how long? |
|
4- What according to you was strength of the candidate? |
|
5- What according to you were the shortcomings of the candidate |
|
6- Confirm some of the information as provided in the resume. |
|
7- What according to you is missing in the candidate and how can we train him better? |
|
8- How was his performance and contribution during the team meetings? |
|
9- Is he self-motivated or needs a constant support to fulfil his job duties? |
|
10- On a scale of 1-10, how would you rate his performance and behaviour in the organization? |
|
Referee 1 |
Referee 2 |
|
Yes, sure, I am free to talk |
Absolutely, it is a good time to talk. |
|
We were approximately for 2 years |
The tenure of our working together was for an year |
|
I was his line manager |
We were colleagues; I joined a year later than he did. |
|
In my opinion his confidence and knack for details were his strength |
He was really handy when it comes to technical know-how; also he was a very passionate listener. |
|
I think he used to get impulsive at times, which affected his decision making, was his biggest shortcoming |
He was a multi tasker, he could not be tapped with one task at hand, and he always multitasked, due to which certain time his productivity got decreased. |
|
All information confirmed |
All information correctly answered |
|
I think you can treat him in customer centric approach |
He should have training related to dealing with customers and how to build a relationship with them. |
|
He was a good team player, always contributed his out of the box ideas to the team |
He was one of the active members during the team meeting and always had something wonderful to say most of the time. |
|
He is a self-starter, focussed on achieving his goals |
He is self-motivated individual |
|
Performance in the organization 8, behaviour-8 |
Performance in organization- 9, behaviour in organization-9 |
|
Information on Job posting |
|
· Job title · Job Position · Location · Full time/ Part time |
|
Application Information |
|
· Names · Withdrawn Applicants |
|
Selection Methodology |
|
· CV · Reference reports · Group activities · Demonstrations |
|
Shortlist Method |
|
Order of shortlist |
|
Referee check |
|
Pre-employment check |
|
Salary to be offered |
|
Recommendation for appointment |
|
Names of people on selection panel |
|
Feedback |
|
Information on Job posting |
|
· Job title Sales Manager · Job Position Manager · Location Sydney · Full time/ Part time Full time |
|
Application Information |
|
· Names Andrew, Sam, Roberts, Harsh, Devesh, Smith, Claire · Withdrawn Applicants NA |
|
Selection Methodology |
|
· CV Yes · Reference reports Yes · Group activities Yes · Demonstrations Yes |
|
Shortlist Method Telephonic, Personal interview, Sales demonstration |
|
Referee check Yes |
|
Pre-employment check Yes |
|
Salary to be offered 15000 AUD Per Month |
|
Recommendation for appointment I would like to recommend Devesh for the job because of his sincerity and honesty during his interview. He was extremely sharp and bright when it came to answering tricky questions. Also, his experience in the retail sector is an added advantage for us |
|
Names of people on selection panel Roma, Akriti, David, Albert |
|
Feedback Devesh aced all the interview rounds |
A rejection letter to all the people who applied for the position of Sales manager at Hosuing.com, but were not selected for the position.
Dear Candidate,
Thank you very much for showing your interest for the position of Sales Manager at Housing.com. As one can imagine, we received a good number of responses and it felt overwhelming seeing the interest of the people in the said position.
However, we regret to inform you that we will not be in a position to take your candidature forward. Although your performance and qualification were apt, at this point in time it was not a fit for our organization. We have kept your Resume in our records and will surely get back to you in case any exciting opportunity knocks our door. Meanwhile, all the very best for your future endeavours.
Best wishes for your job search and once again thanks for showing interest in Housing.com
Thanks & Regards
HR Director
Letter in response to candidate’s query needing specific reason for cancellation of his candidature
Dear Candidate,
Thanks for writing in back to us, as you know we get a number of job applications and it is really not possible to give feedback to every person on an individual basis. However, we made an exception for you this time and dig your application records.
Your performance as marked by the selection panel was average. The reason for cancellation of your candidature was your lack of experience in sales. We wanted a person with a 3+ industry experience, however your experience was only 6 months and hence it does not fit in our selection criteria.
It certainly is not a matter of getting disheartened, we have kept your resume in our database and as soon as we find a position matching your qualification and experience, we will get in touch with you.
Meanwhile, all the very best for your future endeavours.
Thanks & Regards
HR Director
High calibre candidates are in high demand and hence they have to be secured as soon as the organization decides to go with the candidate, else, the company will have to settle down with the next best option. In order to secure his candidature the following things have to be kept in mind:
Delay in recruitment Process- The final recruitment process may be time consuming and hence efforts should be made to reduce the time in final selection of the candidate and also keep him updated with the process and the timeline.
Candidate may decide not to join- This can be directly linked to not keeping the candidate in loop with the time delays in the recruitment process, this turns candidate’s perception about the organization as negative and he may decide not to join the organization. Hence, to secure his candidature he has to be informed on a regular basis.
Loss and Cost- Sometimes the date of joining might not be suitable for the candidate due to his notice period or relocation or some other reasons. Hence the organization has to keep all the points in mind before rolling out the joining date.
Things which should be done to secure his agreement thus are:
In the case of a contract agreed upon, it specifies that the organization is under obligation to give 5 Personal leaves during the year, these leaves will be paid, and the employee is entitled to avail them at any given point in time, or in accordance to the terms and contract of the agreement. It necessary does not mean that the employee will get only 5 leaves during the year.
Another clause attached to it is that if an employee’s takes leave after consuming his quota of 5 leaves, his salary will be deducted. This will come in two categories:
ULWP- Uninformed leave without pay
LWP- Informed leave without pay.
The only difference is that he will not be paid for the leaves he takes after consuming those 5 leaves.
Documents other than the employment contract which has to be provided to the candidates are:
This entire booklet will be comprehensive in addition to the employment contract and will pave a path for his journey in the organization
The first thing a new candidate notices when he enters the office is the Induction program. The induction program should be well written, composed and according to the timeline and also be beneficial for the new joinee. As a part of induction the employee has to learn the culture of the organization, learn the structure of the organization and learn the KSA’s to be successful in the organization. The induction checklist should therefore contain the following:
References
Ahmad, A., Bosua, R. and Scheepers, R., 2014. Protecting organizational competitive advantage: A knowledge leakage perspective. Computers & Security, 42, pp.27-39.
Chan, E. and Kjellberg, A., 2017. # RecruitmentSocialMedia: How Swedish organizations can utilize the beneficial outcomes of using social media in the recruitment process.
Chingwena, N., 2017. The impact of induction to employee productivity at Aggreko International Power Projects (Zimbabwe) (Doctoral dissertation, BUSE).
DeConinck, J.B., 2015. Outcomes of ethical leadership among salespeople. Journal of Business Research, 68(5), pp.1086-1093.
Elliott, R., 1996. Client change interview schedule. Unpublished research instrument, Department of Psychology, University of Toledo.
Hase, S. and Busch, C., 2018. Sales Management. In The Quintessence of Sales (pp. 77-122). Springer, Cham.
Johnston, M.W. and Marshall, G.W., 2016. Sales force management: Leadership, innovation, technology. Routledge.
Jordan, P. and Lloyd, C., 2017. Staff management in library and information work. Taylor & Francis.
Kundu, S.C., Rattan, D., Sheera, V.P. and Gahlawat, N., 2015. RecRuitment and Selection techniqueS uSed in coRpoRate SectoR: a compaRative Study of indian and multinational companieS. Journal of Organisation and Human Behaviour, 4(4).
Lane, T.S., Armin, J. and Gordon, J.S., 2015. Online recruitment methods for web-based and mobile health studies: a review of the literature. Journal of medical Internet research, 17(7).
Lawless, M., 2014. Age or size? Contributions to job creation. Small Business Economics, 42(4), pp.815-830.
Moore, F., 2015. An unsuitable job for a woman: a ‘native category’approach to gender, diversity and cross-cultural management. The International Journal of Human Resource Management, 26(2), pp.216-230.
Price, R., 2016. Controlling routine front line service workers: an Australian retail supermarket case. Work, employment and society, 30(6), pp.915-931.
Rahman, N., 2016. Impact of DTH service of RealVU.
Russell, S. and Brannan, M.J., 2016. “Getting the Right People on the Bus”: Recruitment, selection and integration for the branded organization. European Management Journal, 34(2), pp.114-124.
Sarma, J., 2017. Recruitment And Selection In Assam Carbon Products Limited. Deliberative Research, 35(1), pp.27-32.
Spradley, J.P., 2016. The ethnographic interview. Waveland Press.
Essay Writing Service Features
Our Experience
No matter how complex your assignment is, we can find the right professional for your specific task. Contact Essay is an essay writing company that hires only the smartest minds to help you with your projects. Our expertise allows us to provide students with high-quality academic writing, editing & proofreading services.
Free Features
Free revision policy
$10Free bibliography & reference
$8Free title page
$8Free formatting
$8How Our Essay Writing Service Works
First, you will need to complete an order form. It's not difficult but, in case there is anything you find not to be clear, you may always call us so that we can guide you through it. On the order form, you will need to include some basic information concerning your order: subject, topic, number of pages, etc. We also encourage our clients to upload any relevant information or sources that will help.
Complete the order form
Once we have all the information and instructions that we need, we select the most suitable writer for your assignment. While everything seems to be clear, the writer, who has complete knowledge of the subject, may need clarification from you. It is at that point that you would receive a call or email from us.
Writer’s assignment
As soon as the writer has finished, it will be delivered both to the website and to your email address so that you will not miss it. If your deadline is close at hand, we will place a call to you to make sure that you receive the paper on time.
Completing the order and download