The document provides details on a recruiting and selection plan for hiring a Corporate Recruiter. It outlines the steps including performing a job analysis, creating an accurate job description, obtaining approvals to post the position, recruiting candidates through various sources, and screening applicants. The goal is to hire the most qualified candidate while following equal opportunity and affirmative action guidelines. Recruitment sources for the corporate recruiter position should target those with at least 5 years of experience, as the job requires a degree and experience. Issues that may arise include handling under or overqualified applicants as well as communicating with unsuccessful candidates.
Job Analysis, Definition of Job Analysis, Types of information for Job Analysis, Steps in Job Analysis, Guidelines for Job Analysis, Methods for collecting Information
This Report is all about the current scenario of Recruitment practices and articles are included about the future of recruitment practice by the companis
Job Analysis, Definition of Job Analysis, Types of information for Job Analysis, Steps in Job Analysis, Guidelines for Job Analysis, Methods for collecting Information
This Report is all about the current scenario of Recruitment practices and articles are included about the future of recruitment practice by the companis
Recruitment and its importance, process and sourcesLearn By Watch
This slide contains information about what is recruitment, importance of recruitment, recruitment process and various internal and external sources of recruitment. Hope you will like it!!
Considering the exorbitant cost of hiring and training an employee with job and soft skills, recruiting employees internally and externally have different problems so which one works for you?
Recruitment and its importance, process and sourcesLearn By Watch
This slide contains information about what is recruitment, importance of recruitment, recruitment process and various internal and external sources of recruitment. Hope you will like it!!
Considering the exorbitant cost of hiring and training an employee with job and soft skills, recruiting employees internally and externally have different problems so which one works for you?
Moneyball for Talent Acquisition: Using Data to Up Your Recruiting GameLinkedIn
Brad Pitt stars in Moneyball, a film about how data revolutionised baseball recruiting. In our free webinar, “Moneyball: Using Data to Up Your Recruiting Game” we’ll show you how data can revolutionise corporate recruiting.
In this action-packed webinar you will learn how to:
- Gather talent pool insights: Assess talent pools for your opportunities using LinkedIn data
- Set hiring manager expectations: Use insights to shape the conversation and manage expectations
- Focus your team: Save time by zeroing in on the right candidates
- Measure your talent brand: Benchmark your talent brand against peers and over time
Successful Recruitment strategies for startupsCodeGround.in
This content was brought to you by CodeGround Online Testing Platform. CodeGround is an online assessment and test evaluation system focused on helping Recruiters in initial screening of potential candidates from an ocean of job seekers in an automated way.CodeGround supports Online Aptitude Tests, Spoken English Communication Skills Assessments, Coding Contests in JAVA, C, C++, Ruby, Python, JavaScript and PHP. CodeGround also supports Automated asynchronous interviews. CodeGround Screening Tests can be used by Recruiters during campus hiring or to screen walkin candidates.
Start up to scale-up - 10 steps to recruiting for success - Julian Kulkarni -...Julian Kulkarni
Julian Kulkarni, CMO @morganmckinley, a global professional services recruitment consultancy connecting specialist talent with leading employers across multiple industries and disciplines. , who also is an entrepreneur and tutor to start-up ventures, will offer advice to companies confronting these life stages, with a particular focus on hiring the right people to help you scale-up the business
From Start-up to Scale-up - 10 steps to a recruiting for success! Like human beings, any company must transition through various life stages, and at each stage, there are “rites of passage” that need to be negotiated in order to go forward: the child, the teenager, the explorer, the mid-life crisis.
Given live at http://entanon.com/event?eventid=rtfpklyvlbnc
‘Tis the season for more shopping, eating and traveling, and that means one thing to hourly employers: more hiring. The results are in from our 2016 Holiday Hiring Survey, and we found that 90% of service industry employers plan on hiring temporary workers this holiday season.
So, what are today’s hourly employers doing to beat the tight labor market, navigate the changing legislative landscape and gain the competitive edge needed to make this holiday season their most successful yet?
Check out our on-demand webinar, “2016 Holiday Hiring Game Plan” webinar presentation, featuring Snagajob’s Senior Director of Data Strategy, Scott Hicks, to:
-- Find out the five plays that will help you win best-fit seasonal employees and significantly reduce time to hire
-- Learn the average number of hours/week employers expect employees to work … plus what kind of wages they’re paying
-- Get tips on what attracts quality candidates ... besides money and a flexible schedule
-- Uncover the one change in your hiring strategy that can really boost application flow
-- Understand how legislative issues around overtime, minimum wage and background checks are impacting workforce management
General criteria for high quality open access journalsIna Smith
Access the recording at http://webinar.assaf.org.za/playback/presentation/0.9.0/playback.html?meetingId=64bc87cc9da0731f5d8fc426bf700e593aeddd92-1479448454255
Presentation delivered at Wavefront's See the Big Picture in Growing Your Small Team.
Starting to think about hiring and growing your start-up? A couple of tips to make your recruitment efforts effective and efficient as you start building your talent strategy. It's critical to think of the ROI of your time, and how to interview and close your top candidates. Recruitment is after all, one of the most important sales processes to grow your human capital.
OBCG recruitment plan (Greenhorn Marketing)Ryan Asbury
Here is our pitch deck, my team and I made for our client, Oregon Business Consulting Group. They are a student run consulting agency based out of the Lundquist College of Business at the University of Oregon. They needed applicable research to improve their recruitment efforts. We collected quantitative and qualitative data and provided suggestions to them
A presentation that throws light on the strategy that companies use when hiring an employee. This presentation is just for student base & for assignments.
Please Note : This is just a presentation & not an in-dept or accurate plan that is originally used by Google.
HR experts remain busy because the employment market continues to face new challenges. From the rise of the latest technologies to different working models, they have to consider everything. Other responsibilities for HR experts include keeping up with local, state, and federal regulations and guaranteeing the general contentment of workers throughout the company. An effective human resources department may give your organization the framework to manage its most precious assets.
There are many crucial factors for USA staffing onboarding that HR must follow for successful hiring.
A quick checklist to ease the work for HR managers
The department within a company responsible for managing people to achieve optimal performance is called Human Resource Management (HRM) or simply "HR". Make sure your HR strategy covers every aspect of the HR checklist below.
1. Hiring and selection
Recruitment and selection are the parts of HR processes most visible to people outside the organization. Sustaining an organization's development requires hiring people who fit its culture. However, in order to hire the best employees, it is necessary to first find and engage them, which can be difficult in this cutthroat industry. If the company's recruitment activities are ineffective, it may recruit unqualified candidates. However, a company can get help from Staffing Service USA to find better candidates.
2. Releasing the offer letter
One of the first things to do in the onboarding process is to send the offer letter. A formal letter of offer is issued by email or regular mail to the candidate after the hiring manager has decided to proceed after considering all of the interviewer's input. The offer letter outlines the position, the work location, the salary, the company's policies, and the terms of the offer.
Additionally, this letter requests that the candidate provide their acceptance by a specific date. The offer letter may also include a request for a collection of papers needed for legal and regulatory reasons. You can also include the links to onboarding forms that the candidates can complete at their convenience. If you are working with a US Staffing Agency, they will do it on behalf of your company.
3. Tracking the candidate's acceptance
HR must document the candidate's acceptance verification in their systems immediately. This helps schedule joining days and other times to interact more with the possibility. It is beneficial to arrange a phone call to review the contents of the offer letter and address any queries the candidate might have. This offers an additional chance to express gratitude and congratulations to the candidate on their selection.
4. Checklist for Joining Day
Taking on a new role at work is an important life transition, so it is normal for most applicants to feel nervous and uncertain about their prospects.
Strayer University - OnlineHRM-510 Business Employment Law .docxdarwinming1
Strayer University - Online
HRM-510: Business Employment Law
August 12, 2018
The Hiring Process and Managing a Diverse Workforce
As the HR Director of my association, I must utilize an assortment of business laws to build arrangements and techniques that help the advancement of a decent variety in the work environment. My present association is looking for an Executive Administrative Assistant who will work intimately with an answer to the Chief Legal Officer. My organization obviously, empowers everybody who is keen on the situation to apply as we are at last looking to enlist the best individual for the position. As the HR Director, I have seen a few episodes that finished with legitimate activity because specific business laws were not utilized while making the association’s enrollment strategies and application process. I must guarantee that I shield the association from lawful repercussions, as well as devise compelling strategies and plans that secure potential and existing representatives. The Civil Rights Act of 1964 and the Americans Disabilities Acts are just a couple of the fundamental laws that add to the work laws that are expected of bosses to use amid all phases of the enlisting procedure.
Enrollment or Employment Methods
Conveying the accessibility of business chances to work searchers is the initial phase in the enrollment procedure. It is critical that business laws are remembered when creating enrollment techniques for an association. As the HR Director, I have chosen that the best and best enrollment strategies for my association are 1) Social Media 2) Job Advertisements and 3) Employment/Recruitment Agencies.
Online networking has assumed control over this age and is associating individuals in more routes than one. Numerous associations are bouncing on the online networking fleeting trend and have begun their own Instagram, Facebook, and Twitter accounts. More professionally, there are internet-based life organizing locales particularly for job seekers like
LinkedIn, Monster, Indeed, among others. These can be utilized as incredible selecting apparatuses because they are not that costly, and they can achieve an awesome measure of individuals in a short measure of time. Notwithstanding publicizing work openings, web-based life gives the association another approach to check data given by the candidate. Being dynamic via web-based networking media administrations like Twitter enables you to 'meet' potential competitors from multiple points of view: through shared associations, through shared talk subjects, and because it's simple for work searchers to get in touch with you. A fourth of UK organizations are enlisting using expert systems administration locales like LinkedIn.
Your internet-based life movement likewise extends your boss image, indicating hopefuls what your authoritative culture resembles. That is incredible for drawing in top ability, accepting your way of life is great. It works the other much as ...
How to hire the perfect Onboarding SpecialistHireQuotient
1.Craft a compelling job description
The career path for the role, benefits, and the organization's ideals should all be mentioned. It will undoubtedly draw in highly competent applicants who mesh well with the company.
2.Discover relevant candidates
EasySource’s Candidate Discovery Module can instantly surface relevant Onboarding Specialists from active, passive, and hidden talent pools based on your job description or simple prompts.
3.Screen candidates
EasySource’s Candidate Screening Module uses persona-based screening to map the ideal candidate profile based on your job description or prompts and finds the Onboarding Specialists with relevant skills, profiles, and work experience.
4.Assess candidates
EasyAssess' pre-built and customizable adaptive skill assessments. By leveling the playing field with these pre-employment exams, recruiters can assemble successful teams from a diverse pool of talented applicants.
5.Automated video interviews are a fantastic method to find out more about applicants and get past their CVs. With EasyInterview, recruiters can employ outstanding people from around the world, regardless of the size of the Onboarding Specialists team
6.Engage candidates
With the help of highly tailored tactics and messaging sent across several channels, EasySource's Candidate Engagement Module makes sure that prospects are persuaded to join your company.
7.Selection and onboarding
Because it serves to safeguard both the company and the employee, an offer letter is crucial. Send the candidates a thorough offer letter that covers all the details of the job, including the title, responsibilities, pay scale, and benefits.
To read the full article, visit
https://www.hirequotient.com/how-to-hire/onboarding-specialist
132
1 Explain the significance of employee
selection.
2 Describe the selection process.
3 Explain the importance of preliminary
screening.
4 Describe reviewing applications and
résumés.
5 Describe the use of tests in the selection
process.
6 Explain the use of the employment
interview.
Learn It
If your professor has chosen to assign this, go to mymanagementlab.com to see what
you should particularly focus on and to take the Chapter 6 Warm-Up.
MyManagementLab®
Improve Your Grade!
Over 10 million students improved their results using the Pearson MyLabs. Visit
mymanagementlab.com for simulations, tutorials, and end-of-chapter problems.
7 Explain pre-employment screening and
background checks.
8 Describe the selection decision.
9 Describe the metrics for evaluating
recruitment/selection effectiveness.
10 Identify environmental factors that affect
the selection process.
11 Discuss selection in a global environment.
6 Selection
Chapter ObjeCtives After completing this chapter, students should be able to:
133
significance of employee selection
selection is the process of choosing from a group of applicants the individual best suited for a
particular position and the organization (optimal types and levels of human capital). Properly
matching people with jobs and the organization is the goal of the selection process. If individuals
are overqualified, underqualified, or for any reason do not fit either the job or the organization’s
culture, they will be ineffective and probably leave the firm, voluntarily or otherwise. There
are many ways to improve productivity, but none is more powerful than making the right hir-
ing decision. A firm that selects high-quality employees reaps substantial benefits, which recur
every year the employee is on the payroll. On the other hand, poor selection decisions can cause
irreparable damage. A bad hire can negatively affect the morale of the entire staff, especially in a
position where teamwork is critical.
Many companies would rather go short and work overtime than hire one bad apple. If a firm
hires many bad apples, it cannot be successful for long even if it has perfect plans, a sound orga-
nizational structure, and finely tuned control systems. Competent people must be available to
ensure the attainment of organizational goals. Today, with many firms having access to the same
technology, people make the real difference.
selection process
Companies make selection decisions to determine whether individuals who were identified
through the selection process will be offered employment. Figure 6-1 illustrates a generalized
selection process, but it may vary from company to company and also according to the type
of job being filled. This process typically begins with preliminary screening. Next, applicants
complete the firm’s application for employment or provide a résumé. Then they progress through
a series of selection tests, one or more employment int ...
132 1 Explain the significance of employee selectionCicelyBourqueju
132
1 Explain the significance of employee
selection.
2 Describe the selection process.
3 Explain the importance of preliminary
screening.
4 Describe reviewing applications and
résumés.
5 Describe the use of tests in the selection
process.
6 Explain the use of the employment
interview.
Learn It
If your professor has chosen to assign this, go to mymanagementlab.com to see what
you should particularly focus on and to take the Chapter 6 Warm-Up.
MyManagementLab®
Improve Your Grade!
Over 10 million students improved their results using the Pearson MyLabs. Visit
mymanagementlab.com for simulations, tutorials, and end-of-chapter problems.
7 Explain pre-employment screening and
background checks.
8 Describe the selection decision.
9 Describe the metrics for evaluating
recruitment/selection effectiveness.
10 Identify environmental factors that affect
the selection process.
11 Discuss selection in a global environment.
6 Selection
Chapter ObjeCtives After completing this chapter, students should be able to:
133
significance of employee selection
selection is the process of choosing from a group of applicants the individual best suited for a
particular position and the organization (optimal types and levels of human capital). Properly
matching people with jobs and the organization is the goal of the selection process. If individuals
are overqualified, underqualified, or for any reason do not fit either the job or the organization’s
culture, they will be ineffective and probably leave the firm, voluntarily or otherwise. There
are many ways to improve productivity, but none is more powerful than making the right hir-
ing decision. A firm that selects high-quality employees reaps substantial benefits, which recur
every year the employee is on the payroll. On the other hand, poor selection decisions can cause
irreparable damage. A bad hire can negatively affect the morale of the entire staff, especially in a
position where teamwork is critical.
Many companies would rather go short and work overtime than hire one bad apple. If a firm
hires many bad apples, it cannot be successful for long even if it has perfect plans, a sound orga-
nizational structure, and finely tuned control systems. Competent people must be available to
ensure the attainment of organizational goals. Today, with many firms having access to the same
technology, people make the real difference.
selection process
Companies make selection decisions to determine whether individuals who were identified
through the selection process will be offered employment. Figure 6-1 illustrates a generalized
selection process, but it may vary from company to company and also according to the type
of job being filled. This process typically begins with preliminary screening. Next, applicants
complete the firm’s application for employment or provide a résumé. Then they progress through
a series of selection tests, one or more employment int ...
Assignment 3 Pay, Benefits, and Terms and Conditions of Employmen.docxsherni1
Assignment 3: Pay, Benefits, and Terms and Conditions of Employment
Please read the following information carefully and proceed with the assignment. I have attached my Assignment 2 Paper to follow in doing this PowerPoint Assignment.
It is your responsibility as the HR Director of the same organization from Assignment 2 to a) create policies regarding pay and benefits for the selected job opportunity, and b) develop methods for both addressing unionization and implementing OSHA regulations. You will present your findings to the Vice President of Human Resources for approval.
In preparation for this assignment, review the following articles on contractors vs. employees and temp workers:
· “Distinguishing Independent Contractors and Employees”
· “The Expendables: How the Temps Who Power Corporate Giants Are Getting Crushed”
Create a PowerPoint presentation with fifteen to twenty (15-20) slides in which you:
1. Create a Wage and Hour standard for the job opportunity that you had selected in Assignment 2, and support your standard by using the Fair Labor Standards Act (FLSA) and Equal Pay Act to prevent any potential discriminatory impact.
2. Decide on three (3) benefits required for the job opportunity using ERISA. Propose two (2) methods that the employer can use in order to manage the fiduciary duties wisely and with the employees’ best interests in mind. Provide a rationale for your response.
3. Elaborate on two (2) rights regarding unionization that Section 7 of the NLRA guarantees. Next, examine two (2) unfair labor practices, and argue the importance of your organization refraining from using such practices during any self-organization and collective bargaining activities. Explore two (2) potential repercussions of an organization’s interference with self-organization and collective bargaining practices.
4. Propose three (3) ways to discourage employees from considering unionization. Then, compose one (1) strategy for championing a supportive and satisfying work environment within the organization.
5. Select one (1) OSHA violation case, and determine whether the resulting penalties were sufficient to deter the organization in question from repeating the same violative action. Justify your response.
6. Outline a plan for investigating workplace injuries, and formulate a policy that explains the process for filing a worker’s compensation claim within the selected organization.
7. Narrate each slide, using a microphone, and indicate what you would say if you were actually presenting in front of an audience.
8. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
· Format the PowerPoint presentation with headings on each slide and relevant graphics (photographs, graphs, clip art, etc.), ensuring that the presentation is visually appealing and readable from eighteen (18) feet away. Check with y ...
Literature ReviewThe role of a Human Resource department is ev.docxSHIVA101531
Literature Review
The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become a strong strategic partner within an organization by providing functions such as recruitment, training and development and retention. Human Resources in order to be strategic works directly with all levels of management in an effort to help with strategy and the growth of the company to meet their vision. One very important aspect is talent acquisition. Having the right people in key roles within the company is vital to the success and growth. Performing this function includes preparing a job description, recruiting, and then setting compensation. Then a crucial tool used by many HR departments is the process of job evaluations and performance reviews.
Method of Job Analysis
When a new job is created or a vacancy occurs, it is the role of a HR representative to fill that void. In order to perform this function they need to first understand what role they are trying fill and what skills and responsibilities this new role would require. By conducting a job analysis they are able to further define an important elements of any job and then search for the person or people that are a good fit for the company. As important as it is to perform a job analysis before looking for that new candidate, it is equally as important to select the correct job analysis method. Some popular job analysis methods are Observation, Individual Interview and Structured Questionnaires. Organizations choose methods based on various guidelines that are all link to the job responsibilities, company culture and size of the organization. Each organization must select which methods are the best match for their candidate search. The Observation method includes studying someone while they perform their job in an effort to better understand the tasks and duties necessary to this particular job. The advantages are, the observer can obtain first hand knowledge and information about the job being analyzed. This can provide an accurate picture of the candidate ability to do the job at hand. Other Job Analysis methods such as the interview or questionnaire only allow HR to indirectly obtain this information. With other methods there is a risk of omissions or exaggerations are introduced either by the incumbent being interviewed or by items on the questionnaire.
The next method is the Interview method; this method involves conducting interviews of the person leaving this position to gain insights into what duties they perform. Interviews can also be conducted on other employees performing the same job but in most cases start with the HR manager. The advantages are that it allows the incumbent to describe tasks and duties that are not observable. The disadvantage is the candidate can exaggerate or omit tasks and duties. The interviewer must be skilled and ask the proper questions.
The Structured Questionnaire method uses a standardized ...
Chapter 6Selection, Placement, and Job Fit Learni.docxjoyjonna282
Chapter 6
Selection, Placement,
and Job Fit
Learning Objectives
After reading this chapter, you should be able to do the following:
• Identify a wide range of criteria that employers use to select the right employees.
• Recognize the benefits and risks associated with effective or ineffective employee
selection.
• List, describe, and assess commonly used employee selection tools.
• Apply the concepts of validity and reliability to various selection methods.
• Identify approaches to increasing the validity and reliability of the selection process.
• Identify emerging trends, opportunities, and challenges in selection.
6
Gary Waters/Ikon Images/Getty Images
Pre-Test Chapter 6
Pre-Test
1. refer(s) to a wide range of personal traits that tend to be stable across
situations and over time.
a) Attitudes
b) Human capital
c) Social capital
d) Individual differences
2. A computer programmer who enjoyed working alone on autonomous projects has been
promoted to a managerial position and finds that she is not as happy being responsible
for a team. Her new position is an example of poor:
a) person-job fit.
b) psychological contract.
c) person-organization fit.
d) selection criteria.
3. refers to problem-solving ability and the capacity for abstract reasoning;
refers to the ability to apply past learning to new situations.
a) Fluid intelligence; crystallized intelligence
b) Crystallized intelligence; fluid intelligence
c) Ability; aptitude
d) Aptitude; ability
4. Concurrent validity of a selection tool is established through assessing potential employ-
ees using the tool in question and then correlating their scores to their subsequent per-
formance after they are hired.
a) True
b) False
5. Linking planning, work design, and employee compensation with selection and the entire
staffing process ensures that all processes have a unified goal and mesh effectively.
a) True
b) False
6. Losing competitive advantage and equalizing unique talent are two outcomes for organi-
zations that promote workforce diversity.
a) True
b) False
Answers
1. d) Individual differences. The correct answer can be found in Section 6.1.
2. a) person-job fit. The correct answer can be found in Section 6.2.
3. a) Fluid intelligence; crystallized intelligence. The correct answer can be found in
Section 6.3.
Introduction Chapter 6
4. b) False. The correct answer can be found in Section 6.4.
5. a) True. The correct answer can be found in Section 6.5.
6. b) False. The correct answer can be found in Section 6.6.
Introduction
Outside of hiring for positions within its own function, the HRM function seldom makes
any other hiring decisions within an organization. That is, the final decision regarding whom
to hire is made by a manager (or, in some cases, representatives of a work team) who has
obtained the necessary hiring requisition that initiates the recruitment process discussed in
Chapter 5 and leads to the selection pr ...
RecruitingKhanh K. NguyenCapella UniversityOctober 9, .docxaudeleypearl
Recruiting
Khanh K. Nguyen
Capella University
October 9, 2019
“E-Recruitment”
The Internet Recruitment, is also known as E-Recruitment is the method of employing the potential applicants for the empty job positions, through electronic resources, mainly the internet.
Its cheap
Helpful equally for the employer and the applicant
Less time required in hiring
More efficient and easy
Not suitable for senior positions
High volume of responses
Technology issues
Too impersonal
“Advantages of E-Recruitment”
“Dis-Advantages of E-Recruitment”
2
“Sales Representative Duties”
Reaching customers
By promoting products and services
Do cost-benefit and examination of clients to fulfill their needs.
Start, grow and continue customer better relationships.
Accelerate the determination of client complications and problems and then solve them accordingly.
Organize sales determination with team and additional sections
Analyze markets and report.
Continuously take feedback
3
“Job description for Sales representative”
“Our company CapraTek is looking for a Sales Representative to be responsible for generating leads and meeting sales goals. Duties will include sales presentations and product demonstrations, as well as negotiating contracts with potential clients.
In order to be successful in this role, you will need to have a deep understanding of the sales process and dynamics, and also superb interpersonal skills. Previous experience in a sales role is an advantage.”
4
“Sales Representative Requirements for CapraTek”
Prove work as sales reprenstatives
Excel in MS word
CRM and BRM practice
Extremely encouraged and board ambitious with target to achieved
Perfect communication and negotiation skills.
Prioritizing, time management and organizational skills
Aptitude to make and bring performances custom-made to the spectators wants.
BS/BA degree or equivalent
5
COMPARE THE QUALITY OF THE JOB INFORMATION FOR EACH EMPLOYER AND WEB SITE FROM AN APPLICANT'S AND EMPLOYER'S POINT-OF-VIEW
“Significant changes in technology over the past decade are having a profound impact on recruiting strategies, with staffing professionals increasingly using social networking sites to source, contact and screen both active and passive job candidates. In addition to a focus on social networking's impact on the staffing process”
So when we are at the point of hiring the final candidate we should review how career-oriented he/she is. Assess their past experience, know their strength and weaknesses. Consider if they fit in our company’s culture or not. This is the biggest challenge for a company to find a right candidate. Preference should always be given to one who is more skilled and motivated and good fit in the company. So all the past experience on the given resume is checked by the employer if it will fit best for the company
6
Process of Recruiting in Capra Tek
What is the process of recruitment and selecting?
The proce ...
Best recruitment companies in India use automation to the best possible extent to reduce errors and come up with results in no time! This takes inspiration from volume hiring practices that vary widely from regular recruitment.
1. Lawler 1
Rebecca Lawler
BUS 455
Dr. Makoid
Staffing Final
Recruiting & Selection Plan
Job: Corporate Recruiter
The recruiting and selection process, when conducted properly, can have a
positive influence on a company’s overall outlook. According to the Small Business
Chronicles: the amount of training that a company invests into their employees is
pointless if you do not hire the right individuals for the job (Ray). Below is an
example of a detailed recruiting and selection plan for hiring a Corporate Recruiter,
highlighting the beginning steps like creating the job description, to the overall
approval process. In the end, it is the goal to hire the most qualified candidate for
the position while making sure to achieve a diverse staff and follow all AAP rules
and regulations.
The job analysis will be the first thing that the Human Resource department
will need to perform as part of this recruitment and selection plan. According to the
Corporate Recruiter job description, which was provided by professor Makoid, the
proper job analysis can be determined. The importance of a Corporate Recruiter is
to meet the recruiting needs and programs for the organization. In the end, to
ensure that the analysis of this position is accurate, it should require the
cooperation of the HR department to provide all the necessary information about
the essential job duties. According to SHRM, some steps that can assist with
achieving the best analysis of a particular job will be to involve all employees to
complete a job analysis form. Second, to interview employees with specific
2. Lawler 2
questions about their job duties and responsibilities, and also perform desk audits
where they observe employees during their jobs at different times of the day. Lastly,
it is recommended to interview supervisors and managers. (Job Analysis) All of
these will enable the company to compose the best analysis of a position, which will
then lead to having the most accurate job description.
After a job analysis is performed, an effective process should include having a
detailed job description. The HR department needs to not overlook this critical step
to ensure that correct job descriptions are created for all positions; including the
open requisitions. It is extremely important that each of the description have exactly
what the job details to determine the necessary desired qualifications of the
candidate. The following information should be contained in the description :
Job title and grade within the agency
The responsibilities of the job (distinguish between those functions that are
essential to the job and those that are marginal)
The critical success indicators
The formal reporting relationship
With whom will the person come in contact with (external and internal)
Support, authority, and resources necessary and available to do the job
There needs to be a definite difference between the jobs essential and non-essential
functions. For a Corporate Recruiter position, the essential functions that are
necessary to complete the required tasks are, but not limited to: Acting as a liaison
with are employment agencies, and management staff to fill needed positions. The
candidate must be able to complete weekly reports on employment activity, and as
well as manages and oversees the entire staffing process for the organization. This
includes recruiting, screening applicants, scheduling interviews, and drafting
employment/offer letters. Essential duties for a Corporate Recruiter are extensive
3. Lawler 3
but can also include managing the college relations and internship program that is
offered, as well as communication with outside vendors and temporary agencies.
According to the EEOC website, “essential functions of a job should be
performed by an employee with or without reasonable accommodation”
(www.EEOC.gov). It is the employer’s obligation to provide reasonable
accommodations to a qualified applicant that will permit them to participate in
either the application process, or to perform the essential functions of the job. It is
very important when reviewing job descriptions, that employers review all the
functions of each description, and ensure that each is accurate and fits the necessary
tasks.
After conducting the job analysis, having an updated job description, the
company should ensure that they have obtained the correct approvals to post the
position. The HR department should be familiar with the most recent hiring
procedures of the company to meet this requirement. Included in this will be
posting the position internally, than externally. Taking the time to prepare an
appealing vacancy announcement that states the specifics of the position duties will
be helpful in attracting applicants for the position. It is important to present the
information in an interesting and exciting fashion to attract qualified candidates.
Make sure to include a summary of the position, description of the duties, and the
minimum entrance requirements from the official class specifications for the
position title. This will describe the minimum level of education and/or experience
and substitutions that an individual must possess in order to be considered. Lastly,
any special requirements such a certifications and the preferred qualifications
4. Lawler 4
desired. Once the vacancy announcement is created, recruitment sources should be
targeted.
The most inexpensive method of recruiting that is overlooked in recruiting
from within. For the Corporate Recruiter position, it can be beneficial to hire within
if the company has the qualified staff to post internally. However, there needs to be
another plan to outsource applicants from other areas if needed. There are many
no-cost ways to recruit a diverse pool of candidates. The Human Resource
Department can break up the recruitment for positions into two methods; no-cost
and advertising/outsourcing (if needed). No-cost recruitment can be employee
referrals from word of mouth, professional and personal acquaintances, bulletin
boards and job placement offices at technical schools (if applicable… for a corporate
recruiter position, more experience is needed). It is also very important, especially
to be compliant with AAP, that all companies post positions regardless of what they
are, to public employment services like the ESC, Wounded Warrior, and the local
Career Centers. Using online recruiting sites is another popular way to attract
qualified applicants (Lawler, page 5). LinkedIn is a very common one that many
organizations use today which allows them direct contact with individuals who
match their needs. Paying for advertising would be the last thing a company should
do, but it is a way to recruit if necessary. If that is a route taken, the advertisements
should include a brief job description of the main duties to be performed, any
special requirements, and preferred qualifications. Any additional information
should “sell” the applicants. Put a positive spin on the ad by pointing out good
things about the business. This could mean mentioning the excellent benefit plan
5. Lawler 5
that is offered to employees. In addition, the company can also look to outside
vendors for candidates. Normally, when using a third party “recruiter” or staffing
agency a fee is common. It is very common among hiring contract and temporary
workers since they are done through staffing/vending agencies.
When recruiting for the corporate recruiter, the organization should pay
attention to the necessary labor market that needs to be met. Since this position
requires a degree, and some experience the labor market should be above the entry-
level position. Recruiting candidates with at least 5 years experience will be ideal. In
North Carolina, Human Resource jobs are on the rise as well as having the available
applicants. According to the Triangle Business Journal and Forbes, Raleigh is ranked
3rd-best for having a great labor market in the United States (Troyer). But again,
with having a great labor market will come with an influx of applicants, so the
screening process, as well as where the requisition is posted should be very specific.
Like with any position, not just specific to the Corporate Recruiter, issues can
arise when needing to fill requisitions. For example, having an influx of under
qualified candidates applying. This is when the screening process comes in handy,
as wells as will prove how well the process is. In addition to under qualified, there
will be those that are over qualified. I do believe that both should be given the
opportunity if needed, especially if there is a lack of “qualified” applicants because of
other attributes the candidate can bring. In addition, other issues that are becoming
from those who are not selected is dealing with the replies/communication with
them. The HR department needs to be equipped with how to handle individuals who
are not acceptable for a position, and know the proper things to say without saying
6. Lawler 6
anything that can potentially be detrimental to the company. A very generic example
that can be found on any business website, from SHRM, to
humanresource.about.com is “We interviewed a number of candidates for the
(Name of Job) position, and we have determined that another candidate is the most
qualified for the requirements of our opening. This letter is to let you know that you
have not been selected for the position.” If individuals call, again, it is best to repeat
the same information and explain that the company is going with a candidate that is
the most qualified, and they determined that a different individual met the job
requirements. Never say that they are not smart enough or “good enough”.
Essentially, be vague, yet informative and try to be short. The less information that
is exchanged the better.
Once the requisition is posted and applicants start applying, the screening
process has begun. “Having a successful screening process in place can make the
difference between finding the perfect fit for your team and making a bad hiring
decision” (TEKsystems). Screening applicants should occur right away. Having a
program, or method that will be used to review cover letters and resumes to select
the candidates can aid in obtaining the best possible match. When screening, avoid
any discrimination issues by using the same criteria for everyone. It is good to have
a company policy to follow while doing so: for example “While screening, the
company must keep in mind the company’s commitment to establish a highly talent
workforce that reflects diversity” (Lawler, page 6). An easy way to screen cover
letters and resumes is to ensure that it is free of typos and incorrect grammar, does
it have certain key words that pop out which match the tasks that they will be
7. Lawler 7
performing, do they have the required experiences and/or education. To ensure
that no one is overlooked, it is encouraged that more than one person screens cover
letters and resumes. In addition, the screening criteria that is placed can limit the
number of candidates interviewed to a reasonable number. Having a smaller pool of
candidates for each position will allow for a good basis for comparison without
requiring an unreasonable time commitment to conduct the interview process.
Ultimately, individuals falsify their resumes. “An in-person interview is a
screening tactic that can provide many nonverbal insights into how well a candidate
may perform within an employer’s organization” (TEKsystems). This method of
screening can aid in managers realizing those who lied on their resumes verses
those who did not by behavioral based interview questions. Behavioral based
questions help hiring managers weed out the stronger candidates from the weaker
ones because it allows people to apply their KSA’s to answer the questions given. If
they are truly know knowledgeable with the job tasks, it will be illustrated. A perfect
behavioral based recruiter question that can be asked could be “How do you stay on
top of trends and innovations in the recruiting industry? What recruiting centric
news do you read? What are you favorite recruiting content websites?” (Passen)
This question will examine the resourcefulness of your candidate and what
techniques he or she will take to ensure that they hire the best candidate regardless
of the tools given to do so. This also allows the hiring manager to see their creative
side, as well as how adaptable they are to the ever-changing environments
companies are exposed to. According to Passen’s blog post questions should
concentrated on their Resourcefulness, Confidence, and Focus. I’ve mentioned
8. Lawler 8
before how companies waste time in not hiring properly due to improper recruiting
and selecting, however if your recruiter does not display the right characteristics to
be that avid headhunter, than the inefficiency can begin with them.
To summarize to fill the Corporate Recruiter position, the following must be
done:
1. Job Analysis
2. Job Description
3. Vacancy Approval/Announcement
4. Recruiting Plan (Positing the Job)
5. Selection
We mentioned behavioral questions above, but lets be more specific that after the
selection process, a structure interview plan is adhered to. When having a
structured interview plan, and questions it gives each applicant the equal
opportunity to prove that they have the necessary and required KSA’s for the job. In
addition, having a set of questions that the interviewer can choose from allows them
the ability to obtain as much information from the applicant as possible. All of this
contributes to being able to selecting the best-qualified candidate. In addition to
behavioral based questions, Job-related questions can help interviewers focus their
attention on relevant, job-related information to confine their questions to the
essential functions of the job. In terms of reliability, if the consistency of the
questions asked are the same throughout all interviews, there should be a high
validity outcome, as well as avoiding any adverse impact that can occur. To be clear
adverse impact is when there is a disproportionate number of protected class
members being rejected using a predictor. If all interviewers use the same sample of
questions, the same interview guide, the selection process should be strictly based
9. Lawler 9
on the individual who solely is the most qualified. The interview process will be
explained in more depth below.
When conducting interviews, those performing the interview are
recommended to use a rating form, which guides their questions and assessments.
The rating process can further improve anchoring questions to specific behaviors,
like mentioned above. When it comes down to scoring them, an example that I used
in a previous assignment required both excellent, acceptable and marginal answers
to questions, as well as the numerical parts to those particular responses. A popular
example is Excellent=5, Acceptable=3, and Poor=1. In the end, individual questions
can be weighted in terms of the overall importance of the particular skills being
assessed to the job as a whole. This will obtain a weighted score, which will
determine what applicant conducted the stronger interview.
Once the interviews are done, the hiring manager or HR department will
begin the final selection process. For the Corporate Recruiter position, one of the
last steps before the applicant starts is the Final Approval & Offer Letter. Either the
hiring manager (if applicable) or HR department will compose a hiring package for
the candidate. This will include the salary information. This information is
forwarded to the company’s president, or his/her designee for approval. Upon
receipt of internal approval, the human resources department or hiring manager
sends an offer letter to the selected candidate. Included in this offer letter, is
contingencies referring to the background and reference checks that will be
performed. Reference checks can be completed over the phone, in writing, or done
online using companies that may be hired to conduct them. Each employee that is
10. Lawler 10
hired will be required to fill out a wavier form, along with an application for the
background check. Employment references are useful primarily as confirmation of
prior employment, dates and salary. It is recommended that the reference check be
started by attaining factual information, which verifies employment. For the
Corporate Recruiter position, the same procedures apply. If there is nothing that
comes up in the background check that will cause a concern to the employer, the
new Corporate Recruiter can sign and accept the offer letter proposed. Once the
candidate has started in the position, the human resources department or the hiring
manager notifies all candidates that were not selected (normally via email).
11. Lawler 11
Please find a detailed flow chart for the Recruitment & Selection Plan that will be
used for filling the Corporate Recruiter position. It will also be used for filling
additional open requisitions at the same company.
1. ConductJob
Analysis
2. Create a Job
Description
3. Vacancy
Announcement&
Approval
3. RecruitingPlan:
•Determine the
outreach
4. Application
Selection
4. 1 Application
screening
•Resume & CoverLetter
criteria
4.2 Structured
Interviews
•Behavioral Questions
5. Approvalof
Offer letter drafted
6. Background
Checks
7. Reference
Checks
8. EmployeeSigns
contract
12. Lawler 12
Works Cited:
Lawler, Rebecca. “Recruiting & Selection Plan.” 1 Oct. 2015. Research Project. 8 Dec.
2015.
Passen, Joel. "Interview Guide: How to Hire a Successful Corporate Recruiter -
Newton Software." Newton Software. 24 Jan. 2012. Web. 8 Dec. 2015.
http://newtonsoftware.com/blog/2012/01/24/interview-guide-how-to-hire-a-
successful-corporate-recruiter/
Ray, Linda. "What Is More Important: Selection or Training the Right
Employees?" Small Business. 2015. Web. 8 Dec. 2015.
http://smallbusiness.chron.com/important-selection-training-right-employees-
16745.html
"The ADA: Your Responsibilities as an Employer." The ADA: Your Responsibilities as
an Employer. Web. 8 Dec. 2015. http://www.eeoc.gov/facts/ada17.html
"The Importance of a Quality Screening Process."Www.teksystems.com. Web. 8 Dec.
2015. <http://www.teksystems.com/resources/thought-leadership/it-talent-
management/quality-screening-it-professionals>
Troyer, Rebecca. "Forbes: Raleigh is 3rd-best Labor Market in U.S." 12 Feb. 2015.
Web. 8 Dec. 2015.
http://www.bizjournals.com/triangle/morning_call/2015/02/forbes-raleigh-is-
3rd-best-labor-market-in-u-s.html
" Job Analysis: How Do I Conduct a Job Analysis to Ensure the Job Description
Actually Matches the Duties Performed by the Employee in the Job?" Job Analysis:
How Do I Conduct a Job Analysis to Ensure the Job Description Actually Matches the
Duties Performed by the Employee in the Job? Web. 8 Dec. 2015.
http://www.shrm.org/templatestools/hrqa/pages/conductjobanalysis.aspx