Recruitment Selection Process | Case Study

How does the organization approach the nature and composition of the workforce? For example, does it emphasize low cost or high performance, and internal or external labour markets?
The company I am employed with is a furniture company which tends to do most of the hiring based on the high performance and uses internal and external labour markets. Vacancies arise in our company as employees leave the company such as when they retire or resign or get promoted to other positions within our company. Our company ensures that we have developed an adequate plan to replace employees when needed. We decide what requirements we needs such as personnel requirements which will be supplied by either outside candidates or inside candidates. This decision is all based on need and if we have the qualified staff to step up and replace when needed. The company makes sure to comply with all government policies. We make sure to guarantee our valuable employees have long-term employment opportunities. They do this because it would be unfortunate to lose talent to another company. We are flexible to accommodate to changes in the nature of employees and in the way they do business. They are adaptable and cost effective in the hiring process. Our company approaches the nature and composition of the workforce by way of looking for the best employees that will help our company grow and become improved and superior. We want a strong employee community within our company so we work hard to build the relationships with our workforce.
How many positions are filled annually? How many applications are received for each vacant position?
The organization consists of about 150 people which means about approximately 10 hires a year occur from internal promotions or people seeking other types of employment or from turnovers. We do try to keep our employees with us as long as we can since they are our expertise in the field. When we must make new hires we do ask that current employees take on the training of their replacements because we understand that they know the jobs as well as they can. There are approximately 80 applications received each time there is a vacant opening for hire. This is mainly so high a number of people applying because of the current recession we are all facing. A normal amount of candidates would be about 20 for each position advertised.
What methods are used to recruit candidates?
Recruitment at our company involves attracting the right standard of candidates to apply for job openings. We tend to advertises jobs in different ways depending on the position available. We first looks at the internal replacement plan to fill a job opening. This is a process that lists all the current employees that are looking for a move which is either at the same level or on a promotion basis. We also advertise the post internally on our intranet. If there are no suitable people in this which are developed from the replacement plan, in the process of development or apply from internally then the company needs to start to look externally. For external recruitment, we advertise opening through our website and the available job boards in the stores. Applications are to be filled out online or in the store for positions. The chosen potential candidates are invited for an interview followed by their attendance at our assessment centre for the final stage of the selection process. We will seek the most cost-effective way of attracting the right candidates. We build up our external pool of qualified candidates by advertising the job through advertising, employment agencies, executive recruiters, college recruiting, the internet, referrals and walk-ins. It can become expensive to search for candidates although this is sometimes very necessary to ensure the right types of people are able to learn about our opening. Our company strives to make it easy for candidates to find out about an available job and we have a very simple application process. By accessing our website, a candidate can find out about our local available jobs, management posts and head office positions. The website has an easy to use online application form for people to submit directly through. We always make sure to never discriminate against any individual with respect to employment because of race, color, religion, sex, national origin or age. All people are welcome to apply and be given a fair chance to go through the hiring process if they qualify each stage of the way.
What is the general approach to selection (i.e., statistical, judgmental, or a combination of the two)?
The general selection approach is through a combination of judgmental and statistical evaluations. Judgmental information is used in terms of that we tend to require an assorted amount of source data based from the manager’s personal judgments of the individual candidate. We also use the previously collected information such as resumes and application forms in our databases to make these judgment calls. We will use statistical information when we have made our judgments on who will be asked to participate in call backs for the next qualifying measures. The common selection approach we use is to find the essential key qualifications for each qualified candidates and the screening out of all the unqualified candidates. We make sure we have a list the characteristics and skills that are required for job performance. These requirements are the predictors of job performance. Selection involves choosing the most suitable people from those that have applied for an opening while at the same time keeping to the employment laws and regulations. Screening candidates is a very extremely important part of our selection process.

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The initial selection screening in our organization begins with an application form. Our manager uses these to obtain some valid background data. It is also a valuable tool to use the application form data to make predictions about the candidate’s future performance. For example application forms have been used in my company many times to predict the job success, job tenure and employee theft. A human resources manager will be able to tell a lot from an application form if they have trained extensively and have some experience in this field. The important thing to remember is that the personnel planning and recruiting will directly affect employee commitment. This is because commitment depends on the hiring of employees who have the potential to grow and develop. The more qualified candidates that have applied the higher chances of the selection standards are able to be.
Selection at my company begins with the most effective testing and interviewing techniques available. This ensures that those selected for an interview will have the best fit with our job requirements. In the first stages of screening, our selectors will look carefully at each candidate’s resume. This information helps to summarize the candidate’s education and job history to date. A well-written and positive resume helps us to assess whether a candidate matches the individual skills need for the job specifications for the position. The company also provides a tool that can help to match individuals with careers on our website page. People interested in working for us can see where they might fit into our company before applying that way there will be less disappointment if they are not chosen for an interview. Statistical is used in terms of an individual assessment includes the knowledge, skills, and ability testing, personality assessment, work sample tests and assessment screenings.
We usually try to use the predictive validation test developed specifically for the type of job and the industry in which our company operates within. The tests we choose tend to be based ones which will depend on the job we are hiring for at the time such as in the warehouse or in the office. We believe our test conditions should always be consistent. We hold the tests in areas that are reasonably quiet, private, well ventilated and well lit. We also make sure that the entire group of candidates takes the tests under the same evaluation setting. Once completed the test results are to be held in the strictest confidence. They are given only to the individuals who have a valid need for the test results. We use the tests that measure the attributes that are important for each type of job success. This choice is usually based on the experience, previous candidate search and gut instincts of the person performing the tests. We usually use more than one test in a sequence aimed at measuring a variety of possible predictors such as companionability, assertiveness, and mathematical ability. For legal reason we always make sure that the tests have accurate measures before they are used in evaluating a candidates potential ability to perform well on the job. The fact that similar tests may have proven successful in the same industry is not sufficient enough for us to use them unless we have done our own validation of these tests. If we are using a new test we tend to check the accuracy of it by testing it on the existing employees on the job. We then compare the candidates test scores with our current employees to confirmation the validation of these new tests. The one disadvantage is that current employees might not be representative of the new candidates. We use tests as one of a variety of the selection techniques as they are used to supplement the interviews and background checks.
The process we use to select external candidates has several stages. Candidates who pass the initial screening process of the application form and resume than has the opportunity to attend our assessment screenings. The assessment screenings takes place in our store and is run by our managers. These assessment screenings help to provide consistency in the selection process. Candidates are given various exercises which include team-work activities or problem solving exercises. These involve real life examples of problems they might have to encounter at the workplace. Candidates that have been approved by the assessment screenings then have an opportunity to have an interview. Managers for the job being hired for are offered take part in the interview to make sure that the candidate fits the job requirements. Our company conducts the interview by following the layout of plan the interview, establish the rapport, question the candidate, close the interview and then review the data. Selection and testing of prospective employees is of great importance in my workplace. There are very good reasons why the process of selection and testing is crucial. Performance is extremely crucial to have from an employee since selecting an employee with the right level of performance should always be chosen for the job. Employees who do not have the right level of skills or who are cause difficulties or complicate matters will not be able to perform effectively.
To have the most cost effective screening is important because it is expensive to recruit and hire employees. It is estimated that for an administrative assistant who earns $30,000 a year the cost of recruitment is around $12,000. This takes into consideration the total cost of the search fees; interviewing time, reference checking or using a company to search on our behalf. The cost of hiring employees could be proportionally high and this is a quite significant reason to make sure we hire the right candidates. We are always reviewing and updating our hiring process and making sure specific industry standards are reviewed on a regular basis to ensure that the selection and testing process is fair. Even if a candidate is not able to make it through the hiring process for which ever reason when we chose to not invite them to the next step or they drop out the process we always make sure to keep accurate records. We believe it is extremely important to keep accurate records of why each candidate was rejected during the hiring process. The detailed records of why each candidate was rejected will be held to assist in the research on the trends in recruitment and to evaluate the performance of our recruitment process. We also hold on to them for legal reason should the need ever arise to provide proof of our fair practices.
What selection devices or methods are employed?
The common selection devices and methods we use include the following: ability tests such as physical, cognitive or psychomotor, knowledge tests, structured interviews, personality tests, the methodical collection of biographical data, and work samples. We must always be evaluating the evidence regarding the degree to which the selection tools predict job performance and the substantiation they put on the validity of the selection tools.
Are these selection devices or methods validated? How?
The candidate selection devices and methods are usually validated or shown to be job relevant using one or more of the following types of validity. The selection devices are validated through such methods as the validity of subject, concept, or criteria.
It is by these means
Does the organization attempt to evaluate the effectiveness of its R&S system? If so, how? Which model does it apply?
After we have established the accuracy of the tests we administer the test and hire the employees based on their test scores. At a later date compare the success candidates with their test scores with their performance on the job. The recruitment and selection methods are important for finding out the shortcoming of our processes. These test scores contribute to an organization’s success by improving the performance and well-being of its employees. They help to identify how behaviors and attitudes can be improved through hiring practices, training programs, and feedback systems. Our company does attempt to evaluate the effectiveness of its recruitment and selection system through the job analysis procedures. The Job analysis is illustrated as the foundation of the successful employee selection efforts and the performance management initiatives. A job analysis involves the methodical compilation of information about the specific job that was hired for. Job analysis methods are often done through two approaches in our workplace.
The first approach being the task oriented job analysis this involves an examination of the responsibilities, obligations or experience required by the job. The second approach is the worker oriented job analysis which involves an assessment of the knowledge, skills, abilities and other characteristics (KSAOs) which are essential to successfully perform the work. Job analysis data is often amassed using a variety of qualitative and quantitative techniques. The information gathered from a job analysis is then used to create job related selection procedures, performance evaluations and criteria or training curriculums. The other uses of the job analysis information include job evaluations for the purpose of determining compensation levels and job revamping. It is important to know the Job attitudes such as their job satisfaction, commitment, organizational citizenship and retaliation on the company. The job analyst individual may use qualitative methods such as critical occurrence discussions and focal point assembly’s to collect data components on the workplace performances.
Is the R&S system integrated into the organization’s strategic management system? If so, how? If not, how would you describe the relationship between the two systems?
The recruitment &selection process is integrated into the organizations strategic management system by
To what extent does R&S abide by human rights principles at each stage of the process? Be specific.
At each step of the recruitment &selection process human rights principles are abided by strictly because it is very important to maintain ethics and local and national legislation. We always make sure that we never exclude anyone before they have had a chance to qualify on their own merits. We are an equal opportunity employer and are open to hiring any individual for any position as long as they qualify for the position.
In what other ways could the R&S process be evaluated either positively or negatively?
The way that the recruitment &selection process can be evaluated positively is when there is leadership through the employees that have been with the company a lot longer than the newer employees this provides a means of advancement for all in the company. Happy employees are a sign that the recruitment and selection process is working. Leadership should be a process by where the elder employed employees are positively supporting, influencing and motivating the other workers. These leaders could be members in a position of power such as managers or supervisors or they can be their own fellow workers. This should lead to employees working passionately and efficiently towards achieving the workplace endeavors and purposes. The workplace leaders behave as the ones who identify the potential of a worker and try to put that into actuality. A leader can be a positive leader or a negative leader which could upset the whole of the workplace or bring it to a place of achieving goals. Workers are performing at high standards and understanding and achieving much in the workplace. The leader’s influence within an organization can be derived from two crucial sources which is that person’s personal characteristics and their position or power within the given organization.
These personality elements such as their knowledge base, their individual personality, their capacity to successfully work with others, and their established level of exertion. Positional power is derivative from the leader’s position within our organization and the authority encouraged in their behavior. This is either directly or indirectly by the organization’s controlling faction to make available either opportunities or restriction for their personal performance levels. The leader’s responsibility is to use their positive influence to persuade and encourage individuals within the workplace to focus themselves regarding the achievement of the organization’s objectives. There are differences that should be distinguished between leadership and management. The way that the recruitment &selection process can be evaluated negatively is through counterproductive behavior within the workplace. Counterproductive actions can be seen as employee behavior that departs from the objective of our business. These actions can be deliberate or accidental and result from an extensive sequence of fundamental rationales and incentives. The types of common counterproductive behavior with most observed assessments within the workplace are the following: job turnover, accidents, job performance, absenteeism, theft, violence, substance use, and sexual harassment.
In light of the above issues, what recommendations would you make to improve the R&S process in the organization?
The recommendations that the recruitment &selection process can be improved in the organization is through better testing methods that could be suited to each type of personality since not all test are accurate for each person. It would be important to make sure when hiring candidates that during the probation period that the new hires are regularly evaluated and let go if they are not reaching the company expectations. It may have been a lot of money to make this new hire but it will be well worth not keep a good employee if they are producing to the standards they should be. Make sure all incidents are reported from the start to management and make sure that management is doing something about these reported issues. If not then maybe management that is condoning these types of workplace behaviors needs to be looked at also. It is never alright to turn a blind eye to unsavory situations in the workplace in hopes of the events that are occurring will go away. It is best to be on top of each and every event as it happens and that consequences are being given as needed. A happy and productive workplace is the goal of every business but we must all do our part to be successful in having this outcome. Having current employees fill out confidential questionnaires and surveys on how they feel working for our company and what changes they would like see put into place.