As per the case study, Celine and Jeff should look for a passionate employee who will be completely dedicated to the job, the company and the product or service delivery. The employee must be someone who can easily attract new clients with their communication skills and spread good words about the company. Again, the employees should be motivated enough who need not be pushed or reminded of his job role. It is the responsibility of the recruiters to find out during the interview how much motivated or passionate the employee is about the work. Celine and Jeff should also find an employee who will be eager to work effectively in a team. This is because it is an important part of the job to work in teams without creating any conflict (Abzug 2017).
The message that could be sent to the existing staff and potential external recruits by New Care will spread information about the criteria required for the COO post. The message will mention all the details of eligibility criteria such as qualification and work experience and the specific job role will be highlighted in the advertisement. The strict guidelines will be laid out for the existing staff so that they can cooperate in the lack of a permanent COO in the company. If there are any special requirements then that will be properly focused on. The points which will not be considered such as fresher can not apply, will be mentioned in bold in the advertisement. In this way the recruitment and selection will be filtered beforehand (Barry and Starr 2015).
Technology has a major impact on the recruitment process with the use of ATS for job postings, resume selection and hiring the proper candidate. In the current recruitment process, it was effectively used to find the candidate who is actively looking for job and has prior working experience in the same industry. Moreover, technology also helped in removing those candidates from the list who were not suitable for the particular job (Coller, Cordero and Echavarren 2018).
It can be stated that if technology could help in the training process of the employees than the HR could understand the need of right training for the selected employees. It would be helpful in saving the cost of spending on unnecessary equipments which are not appropriate.
Being an Australian organization, the recruitment process followed the policies of Catholic mission. The principles of the organization were aligned to the Recruitment and Selection policy of Australia. High performing staffs are appointed by the organization with the use of competitive advantage under the norms of equity, talent and transparency. Each recruitment procedure is aimed at making the best selection that is fit for the organizational purpose. The policies and procedures of the organization are integrated with the mission and values to meet the business requirements. The policies are structured in such a manner that it supports the objective and achievement of the organization. The procedures of the organization which are involved in the recruitment process direct the internal as well as the external environment (Furnham 2017).
Activity 1E
Draft application form:
Title of the post applied for-
Job ref-
Personal details- name, age, gender, contact
Educational details-
Employment details-
Other details-
Signature-
Date-
This document is an application form which is created following the policies and procedures of the organization. It does not ask for any additional details which are unnecessary. Moreover, the details provided in the form by the applicants are kept confidential and those are not disclosed without the candidate’s permission. There is no tampering done with the documents provided by the applicant along with the application form (Heilman, Manzi and Braun 2015).
ASIO could have made a list of their current and future needs and then start their selection process accordingly. This would help them in filtering the candidate before calling them for interview. The ATS job posting was a good option in such a case where the candidates would get filtered in the list as per the company requirements. They could maintain a track record of past selections gone bad to make the right choices in the recruitment process (Shailashree and Shenoy 2016).
As the CEO of Rapid, I would select the employee who will sound confident and have a proper body language in the interview. This is because confidence is the best part of doing a work easily without being nervous. I will select someone who has a rich work experience rather than heavy degrees. This is because academic degrees do not judge the work environment. Third, I will select the employee who has at least 3 years tenure in a single company because of loyalty. I will select a local employee rather than someone from different state or nation. I will select an employee who is hardworking and dedicated to his work.
The organization is equipped with the best training needs analysis so that there is no lack in the recruitment process. The HR department is ready to provide all kinds of assistance to the recruiters and the trainees. For instance, a recruiter could find it difficult to communicate freely in English as he is not a native English speaker. In that case, spoken English is a compulsory for every non- native English speaker in the organization (Taylor 2014).
In the first case there is discrimination because there are no such tasks which only the matured women can do. Equality should be maintained in terms of not only in gender but also in age. The second advertise is also aimed at the female child which was supposed to be aimed for children in general. And, in the third case, there is religious discrimination where educational qualification was not paid heed.
A recruitment specialist can be used when the organization needs immediate joining for the vacant post of CEO. In that case a recruitment specialist is the best person to make the right decision of selecting an appropriate candidate during crisis and study him well to check if he is fit for the post. A recruitment specialist is someone who tallies between the organizational needs and the appropriate candidate required for the same (Timming 2015).
The organizational policy is to select the best candidate from the crowd who will be a perfect match for the particular position. The organization lays out the requirement for the new recruitment on such a manner that it fulfills the current and future organizational needs. The employees are selected on the basis of their behavior, prior experience and their loyalty for the past companies.
The company keeps the personal details such as email id and phone number of the applicants and potential employees. They are notified through text messages and mails and further, the HR department calls particular employees to inform them about the joining date.
|
Time frame |
Method of implementation |
|
|
Issuing job offer |
7 days |
Mails and messages |
|
The new employee commencing work |
30 days |
Mails, calls and messages |
|
Signing employee contract |
3 days |
Personal interaction |
|
Discussing and clarifying salary |
2 days |
One- to- one interaction and phone call |
|
Discussing terms and conditions of the role |
3 days |
Training |
The organization provides the staff members, those who are undergoing induction, with sound support. It believes in a well prepared as well as a comprehensive induction program, which helps the new staff members to understand their responsibilities, quickly. In addition to this, the existing staff members also provide them with intense support all throughout the induction process. The new staffs are being introduced to their managers, supervisors and colleagues as well. They are taken on a tour of the business premises, pointing out the important areas like fire escapes, pantry, work area and washrooms. Moreover, they are provided with the business annual reports, business plan, code of conduct, phone lists and other materials in order to record the essential details.
On checking and monitoring the induction processes, it can be said that the major points are support from the senior management team, appreciation of the new employees and their performances, helping them in building their own teams and discussing professional issues, concerns as well as fears. This will enable in enhancing their team building skills, leadership skills and conflict resolution skills. Preparing an induction checklist will help the managers to run the program in an efficient manner. Moreover, the staff members should feel that they are an integral part of the organization and without their support, the company cannot progress. Furthermore, they should be given a proper description of their job role, official policies and procedures and other factors.
The organization’s policy of providing the probationary employees along with proper feedback refers to the probationary period of selecting the employees. It can also be referred as the trial period. Moreover, it can be intended to determine whether the right individual is being hired for the job or not. In addition to this, at this time providing the feedback is the most important criteria and the way it is being provided is the most important part. The information in the feedback part should include performance, ability of the employees, willingness, dependability, attendance as well as professional conduct. There should be a checklist of everything and developing the organizational expectations should be organized by maintaining the SMART criteria.
In order to obtain feedback from the participants as well as relevant managers on extension of the induction process, it is important to keep several factors into consideration. For the feedback procedure, it is important to ensure that the employees and managers are monitored and their performances are being monitored as well. The human resource manager should take care of this factor. Moreover, survey forms must be distributed among the new employees in order to gain an understanding of their likes and dislikes regarding the induction processes. In addition to this, the managers must also be asked about the employee performances, their competencies and in-competencies. It will help the human resource manage to keep a track of their workplace behavior as well and how they communicate with each other.
After examining the case study of Seph, it can be said that several things went wrong during the induction procedure, which requires refinements for future benefits. It can be said that the human resource manager should have been more competent with the feedback session, which was not efficient enough. Most importantly, the human resource professionals could have organized an online survey method for testing their strengths, weaknesses, capabilities and in-capabilities. In addition to this, the managers could have also emphasized upon the induction procedure and conducted it in a better way. Furthermore, the processes could have been refined by letting the new members address their issues regarding the organization and taking notes as per their convenience.
1. The operations plans of the organizations affect the operational policies in various ways for the recruitment purposes. All the organizations should engage into the human resource planning at all the operational levels.
2. Organizations require a recruitment and selection policy in order to outline the statement of principles of the organizations, which should include the procedures that require to be conducted. In addition to this, a lawful recruitment procedure should be followed.
3. Online testing is applicable in such case. Technology has made it highly easier for the company to test the skills as well as competencies of the individuals. Before the advancement of technology it was done with the help of pen and paper, which was highly time-consuming.
4. For the communication procedure on organizational policies or procedures, the companies can rely on technology as well. The company can send the candidates through their official mail.
5. For updating an official document, the company can create a document which complies with all the clauses and policies. Moreover, a written statement must be prepared along with the signature of the company’s CEO and legal advisor.
6. Other managers should support the policies and procedures of the organizations, by abiding by the rules. In addition to this, they should conduct a session with the new employees and promote those policies in order to ensure that everyone is well aware.
7. The organizations’ future needs can be predicted by considering their recent status, the performance of the employees, organizational leaders and managers. Moreover, the organizational marketing strategies also help in predicting its future needs.
8. Person specifications are highly useful as it helps the company to understand the competencies and in-competencies of that individual. Moreover, it helps the company to separate the candidate with others, as per their specifications and qualifications.
9. There are several procedures of training the new employees and some of them are being mentioned here. There are on job training programs, educational programs and induction sessions, which help the employees in several ways.
10. For avoiding the legal issues of advertising and selection, the organizations can prepare a detailed description of the job, draft an appropriate advertisement of the job, consider advertising internally, being careful with the tests and others.
11. An organization can take help of the recruitment agencies for the firm. They provide experts and highly skilled recruitment specialists. Moreover, they assist the organizations in several ways, related to the recruitment purpose.
12. It is the responsibility of the human resource managers, managers and supervisors to ensure that the selection procedure follows the organizational policies and procedures.
13. Informing the unsuccessful candidates of their results is a simple task, which helps in keeping the organizational image and reputation intact. It shows that the organization cares for the applicant and is committed to their development. Moreover, it also helps in encouraging the employees for their upcoming future.
14. A contract of employment helps in protecting the employer of the organization. It regulates their behavior within the workplace. Moreover, it is vital for the companies to maintain their policies as well as the disciplinary code. It should be a part of the employment contract.
15. New staff members require additional support as they are totally new to the organization. They might not be well aware of the organizational goals and objectives, policies and procedures. Therefore, it is important for the organizational managers to enlighten the new members with these factors.
16. If the induction process is not followed in an efficient manner, the new employees might end up in gaining nothing. They might not follow the organizational policies and procedures and meet up the expectations.
17. It is important to give proper feedbacks to the probationary employees as it will boost up their performance level and encourage them to give their best to the company.
18. Feedback on the induction process is useful for the organizations as it helps in understanding the issues and problems of the new employees. In addition to this, the managers will be able to manage their problems and boost up their productivity.
19. The induction procedures should always be refined as it benefits the organizations. It leads to their betterment and in turn, adds to their productivity level. Furthermore, it can also be used to conduct sessions with the future applicants.
1. Position Description
Administrator Manager
Roles and responsibilities:
Qualifications and skills
22/7/2018
Dear Alec Johnson,
Re: Vacancy for Administrator Manager/ Marketing Manager/ Training Manager/ Finance Manager
Thank you for attending the interview dated 14/5/2018 for the position of Administrator Manager/ Marketing Manager/ Training Manager/ Finance Manager. We enjoyed meeting you for discussing the role, which you have applied for. Now, we have the opportunity for considering all the candidates against the criteria, which we have specified in the job. I must say that the decision was quite tough, as the standard of the candidates was much higher. After considering carefully, we are happy to notify you that you are being selected to serve our company, because of your great skills and experiences.
Joining Date: 20/5/2018
Administrator Manager/ Marketing Manager/ Training Manager/ Finance Manager
Reporting Person: Monica Geller (HR)
Remuneration: As discussed.
I wish you success for your future career in VTI Group
Yours sincerely
Monica Geller ([email protected])
HR
2. The organization’s process for recruitment is clear as it involves analysis and job descriptions, performance evaluations of the employees, preparing reports and others.
References
Abzug, R., 2017. Recruitment and Selection for Nonprofit Organizations. In The Nonprofit Human Resource Management Handbook (pp. 87-100). Routledge.
Barry, W. and Starr, S., 2015. The chamber of fear: a role playing approach to the recruitment and selection of learning technologists.
Coller, X., Cordero, G. and Echavarren, J.M., 2018. Recruitment and Selection. In Political Power in Spain (pp. 83-102). Palgrave Macmillan, Cham.
Furnham, A., 2017. The Contribution of Others’ Methods in Recruitment and Selection: Biodata, References, Résumés and CVs. The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention, pp.202-225.
Heilman, M.E., Manzi, F. and Braun, S., 2015. Presumed incompetent: Perceived lack of fit and gender bias in recruitment and selection. Handbook of gendered careers in management: Getting in, getting on, getting out, 90.
Shailashree, V.T. and Shenoy, S., 2016. Study to Identify the Relationship between Recruitment, Selection Towards Employee Engagement.
Taylor, S., 2014. Recruitment and selection. Strategic Human Resource Management: An International Perspective, 10(6), pp.139-14.
Timming, A.R., 2015. Visible tattoos in the service sector: a new challenge to recruitment and selection. Work, Employment and Society, 29(1), pp.60-78.
Carlson, J., Casey, E., Edleson, J.L., Tolman, R.M., Walsh, T.B. and Kimball, E., 2015. Strategies to engage men and boys in violence prevention: A global organizational perspective. Violence against women, 21(11), pp.1406-1425.
Cottingham, M.D., 2014. Recruiting men, constructing manhood: How health care organizations mobilize masculinities as nursing recruitment strategy. Gender & Society, 28(1), pp.133-156.
Griffin, J., Abdel-Monem, T., Tomkins, A., Richardson, A. and Jorgensen, S., 2015. Understanding participant representativeness in deliberative events: A case study comparing probability and non-probability recruitment strategies. Journal of Public Deliberation, 11(1), p.4.
Jabbar, H., 2016. Selling schools: Marketing and recruitment strategies in New Orleans. Peabody Journal of Education, 91(1), pp.4-23.
Schoeppe, S., Oliver, M., Badland, H.M., Burke, M. and Duncan, M.J., 2014. Recruitment and retention of children in behavioral health risk factor studies: REACH strategies. International journal of behavioral medicine, 21(5), pp.794-803.
Trytten, D.A., Browning, R., Thomas, C., Foor, C., Shehab, R., Walden, S. and Pan, C., 2016, October. Engineering Competition Team recruitment and integration strategies impact on team diversity. In 2016 IEEE Frontiers in Education Conference (FIE) (pp. 1-9). IEEE.
Waheed, W., Hughes-Morley, A., Woodham, A., Allen, G. and Bower, P., 2015. Overcoming barriers to recruiting ethnic minorities to mental health research: a typology of recruitment strategies. BMC psychiatry, 15(1), p.101.
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