The document discusses the recruitment process for Community State University. It outlines a 7 step recruitment process that includes analyzing job requirements, preparing job and candidate profiles, finding candidates through internal and external methods, managing applications, selecting candidates, making job offers, and conducting an induction process. It emphasizes the importance of an effective recruitment process for hiring qualified candidates which can improve employee performance, discipline, and organizational success. An effective process incorporates analyzing job needs, attracting a diverse pool of candidates, screening applicants, and integrating new employees.

1. Running head: RECRUITMENT PROCESS
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RECRUITMENT PROCESS
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Recruitment Process
Jackie Bahn
South University
Recruitment is the process used in finding and hiring candidate
who are best qualified to fill in a position, within a given
institution such as a company, small business, or school just to
name a few, from outside or within an organization, for a job
vacancy, in a cost effective and timely manner. A recruitment
process usually entails analyzing the different requirements for
the job vacancy, attracting employees to the job, screening as
well as selecting applicants, hiring the best candidate, and
integrating the selected employee to the organization. The
recruitment process usually determines the success rate of any
organization. The better the recruitment process, the better the

2. candidate selected, which translates to quality performance of
the organization. Recruitment processes should be handled
competently to encourage selection of the best candidates.
The Community State University is experiencing an increased
turnover rate and additional disciplinary action. As the vice
president of the human resource at the university, I have been
charged with the responsibility of coming up with an affective
process of recruiting employees to the university (Clarke,
2006). For a recruiting process to be effective, it should
incorporate different stages that will assist in effectively
managing the entire process.
The Recruitment Process for Community State University:
Step 1- The job:
The first step in the recruitment process for the university is
gathering information about the nature and specifics of the job
(Clarke, 2006). Some of the information to be gathered includes
the content mankind up the job such as the tasks associated with
the job, the purpose of the job, the output that is required from
the job holder, how the job fits into the structure of the
organization, and the personal attributes and skills that are
needed to effectively perform the roles. The analysis may be
used in forming the job description basis as well as person
specifications. This step enables interested candidate to
understand the general idea about the job.
Step 2 – Preparing a person and job profile:
The second step in the recruitment process shall be preparations
of a job and personal profile (Clarke, 2006). A job profile and
person specification states the desirable and necessary criteria
for the selection. Such specifications shall be based on a given
set of competencies that are identified as being necessary for
the job performance. These specifications may include:
· Qualifications, which are supposed to be the ones necessary to
effectively do the job unless the candidates are recruited based
on future potentials, such as graduates.
· Knowledge, skills, experience, and aptitude.
· The personal qualities that may be relevant to the job. This

3. may include qualities such as the ability to work in a team and
ability to work under pressure, among many others.
The document that is formed from an individual’s specification
may then be used in informing the criteria used in shortlisting
the applicants.
Step 3 – Finding Candidates:
Different methods should be used in finding candidates. The
methods may be classified into internal and external methods
(Clarke, 2006).
Internal methods:
It is important for an organization not to forget the different
internal talent pools during the recruiting process. The
organization may provide opportunities for career progression
and development, which is an important factor for retention and
motivation of employees. The internal method may include staff
referrals, secondments, succession planning, and job sharing.
External methods:
There are usually a variety of methods for generating interest
from the people outside the organization. Some of these
methods include press advertising, online recruitment, open
days, and networking. Advertising remains one of the most
common methods of attracting and recruiting candidates. For an
advertisement to be clear, it should indicate the job
requirements, the desirable and necessary criteria for the job
applicant, which may help in minimizing the inappropriate
application that may be received, and the nature of the activities
within the organization, the job location, the job tenure, reward
package, and the detail on how to make the application.
Application should always be genuine and should relate to jobs
that exist. The advertisement should appeal to the diverse
sections of the community through the use of positive wording
and visual images. Advertising will be the main method of
finding candidates for the organization. Advertising will help in
finding candidate of a wide range of talent who may be of the
greatest benefits to the organization.
Step 4: how to manage the application process:

4. The university should expect to receive its applications in two
main formats. These two formats include the application form
and the curriculum vitae (CV). The two forms of application
may be submitted electronically or in paper and the use of e-
applications, such as the intranet, internet, and email, which is
now part of the mainstream recruitment and hiring practices.
CVs:
The advantage of the CV applications is that they usually give
candidates an opportunity of selling themselves in a ways that
best suits them and they do not have different forms of
restrictions of fitting their information into boxes as how many
application form appear. However, CVs usually make it possible
for interested candidate to include many irrelevant materials
that may make them in assessing consistently.
Application forms:
The use of application forms encourages the presentation of
information in a format that is consistent. It therefore makes it
simpler for collection of information from the job applicants in
a manner that is systematic as well as assessing objectively the
suitability of candidates for the job. Application form designs
are also vital under the act 1995, which is the disability
discrimination act. This act provides that application forms
should be available in different formats.
Step 5 – Selection of candidates:
Selection of candidates shall involve two different processes.
The processes include shortlisting and assessing the applicants
in order to decide the candidate that should be given the job
offer (Clarke, 2006).
The shortlisting process shall involve slimming down of the
total number of applicants to a list that is shorter that may
enable a more detailed analysis of the applications sent.
Different criterion may be used in the sliming process in order
to make the process fair to all the candidates.
For the assessment, a range of methods may be used in
assessing the candidates. The methods may vary in their
dependability as performance predictors in the job as well as

5. expense and ease to the administration. The typical assessments
methods include competency based interview, general interview,
role play, presentation, and in tray exercise.
Step 6 – making appointments:
Before the university can make any employment offer, it has the
responsibility to check that all the applicants are eligible to
work within the country.
Contract:
The university should provide the offer of employment in
writing at all times. However, the university should always be
aware that any oral offer made during the interview is legally
binding.
References:
The recruitment policies will clearly state how the references
shall be used and the kind of references that will be necessary.
Medical examinations:
The university will expect different candidate to complete a
health questionnaire since good health is quite relevant to the
job. All particular mental or physical requirements should be
clearly made in job advertisements and recruitment literature.
Step 7 – the induction process:
This is a critical part during the recruitment process. The
induction plan is supposed to include the orientation, safety and
health information, details of the history of the organization, its
services and products, as well as its values and cultures,
explanations of the organization’s terms and conditions, and a
clear outline of requirements.
Improved recruitment process may be tied increased
disciplinary actions. An organization may incorporate its
discipline action in its recruitment process. For example, the
university may incorporate its disciplinary actions in its
recruitment process through stating its ethics and the discipline
expected from all employees. The disciplinary action should be
clearly states together with the consequences of violating the set
ethical standards. Through stating the disciplinary actions in its
recruiting process, candidates willing to work within the

6. university understand how they should behave when they are
applying to fill the vacancies that have been advertised.
Through understanding these disciplinary actions, new recruits
join the organization understanding how to handle themselves
and how to behave at all times. They understand the
consequences of violating the set standards. Organizations
should incorporate disciplinary actions in their recruitment
process in order to improve the behavior of employees and new
recruits in their organizations. Discipline is the key to any
organization’s success and should be implemented from the
recruitment stage.
Organizations may have the best technology as well as the best
physical resource. However, if the organization does not have
quality personnel and the right people it may struggle to achieve
its targeted results (Cook, 2002). All businesses and
organization require competent employees in order to attain
their projected plans. In addition to competent employees,
organizations should have quality technology and machinery to
assist the employees to achieve the organizations goals. In order
to have competent employees, a quality recruitment process is
vital. Quality recruitment processes has different pros and at
other instance cons.
Pros and cons of using a good recruitment process:
A good recruitment helps organization in employing competent
employees who have a high retention rate and improving the
disciplinary actions. Organizations that employ competent and
well trained employees encourage quality performance within
the organization. In addition, organizations that use quality
recruitment processes tend to satisfy its recruits, making them
loyal to the organization. The relationship between an employee
and an organization usually begins from the recruitment. Using
a quality recruitment process improves this relationship, which
makes it possible for the employees to serve the organization on
a long term basis and have quality discipline. Good employees
tend to have a better and higher retention rate.
Good recruitment process encourages organizations to hire

7. performing employees (Yeung, 2008). Performing employees
usually provide services to clients, which generates a higher
client satisfaction rate and have quality discipline. A good
recruitment process usually ensures that an organization recruits
the best candidates in the markets. Candidates who are
competent in their work ensure that clients are satisfied at all
times. This in turn improves the ability of the organization to
improve its income and become competitive within the markets
it operates. A good recruitment process ensures hiring of
capable employees.
A good recruitment process usually encourage hiring of
competent employees who are confident and have the ability of
coping with multiple tasks and are able to adapt faster to new
roles and have quality discipline. Competent employees have
the ability to learn quickly they make it possible for the
organization to avoid wasting time in employee education.
Competent employees adjust to new role easily and are able to
complete different tasks at the same time. In addition,
competent employees do not require extensive training
processes, which save the organization time and money. A good
recruitment process usually encourages employment of capable
employees who are confident and are able to multitask as well
as adapt faster to new roles.
A good recruitment process encourages employment of capable
employees who are able to work competently in a team and
require less attention from the managing team and have quality
discipline (Yeung, 2008). Once competent employees commence
work they require fewer working hours and supervision. It
benefits the employer to have competent employees since they
work efficiently as a team. This encourages quality performance
of the organization due to sharing of ideas when employees
work as a team. In addition, the managing team spends less time
in supervising the employees and spends more time in other
managerial processes. For an organization to get competent
employees who require less supervision, the organization
requires a good recruitment process.

8. A good recruitment process leads to recruitment of high
performing employees who are interested in self-development
and ongoing learning. Competent employees tend to seek more
information at all time and have quality discipline. They go to
any extent to acquire more information that will develop their
competency at the work place. When an employee is able to
improve their knowledge, they are able to provide more
information to an organization and in the long-term, the
organization benefits from the self-development process. In
order to employ employees who are interested in self-
development as well as ongoing learning, an organization
requires a good recruitment process.
A good recruitment process encourages employment of good
employees who most likely have better and more ideas that may
improve the work practices and productivity of the organization
(Yeung, 2008). Employees who are competent in their work
have great ideas and have quality discipline. These ideas may be
well used an organization in improving its activities and
competencies within the markets they operate. Quality ideas
from employees may be used in improving the relationship
between the organization and its consumers, which improves the
general performance of the organization. Organizations require
a good recruitment process as in order to employ employees
who are competent in their duties and provide great ideas for an
organization to incorporate in their business strategies.
A good recruitment process encouraged employment of
employees who are able to develop and inspire other staff and
have quality discipline. Employees who are competent play a
major role in assisting one another in their work duties. They
encourage and inspire one another to perform better at all times.
In order for an organization to employ employees who are
competent and are able to inspire one another, it requires a good
recruitment process.
Good recruitment processes usually have many advantages.
However, there are few disadvantages associated with good
recruitment processes (Yeung, 2008). For example, an

9. organization may require to extensive investment in the
recruitment process, which may use a lot of money.
Organizations may require using a lot of money in ensuring that
their recruitment processes are of the best quality. Through
organizations may use a lot of funds in the short-run in
investing on their recruitment processes, the organizations
benefit in the long run through employment of competent
workers.
A recruitment process usually entails analyzing the different
requirements for the job vacancy, attracting employees to the
job, screening as well as selecting applicants, hiring the best
candidate, and integrating the selected employee to the
organization. The recruitment process usually determines the
success rate of any organization. The better the recruitment
process, the better the candidate selected, which translates to
quality performance of the organization. Improved recruitment
process may be tied to increased disciplinary actions. An
organization may incorporate its discipline action in its
recruitment process. For example, the university may
incorporate its disciplinary actions in its recruitment process
through stating its ethics and the discipline expected from all
employees. The disciplinary action should be clearly states
together with the consequences of violating the set ethical
standards. Through stating the disciplinary actions in its
recruiting process, candidates willing to work within the
university understand how they should behave when they are
applying to fill the vacancies that have been advertised. Quality
recruitment processes has different pros and at other instance
cons. For example, employment of quality employees through a
good recruitment process leads to quality ideas for development
purposes from employee, quality team work, and less
supervision from the management. However, organizations have
to invest a lot of money to have a good recruitment process.

10. References
Clarke, J., & Combat Poverty Agency. (2006). The staff
recruitment process. Dublin: Combat Poverty Agency.
Cook, M. F., & American Management Association. (2002). The
AMA handbook for employee recruitment and retention. New
York: American Management Association.
North Carolina State University. (2011). Guidelines for
Recruiting a Diverse
Workforce.http://oied.ncsu.edu/oied/hiring/OEO_Recruitment_
Guidelines.pdf
Yeung, R. (2008). Successful interviewing and recruitment.
London: Kogan Page.