Recruitment and Selection: STUDENT NAME: - DATE [PDF]

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Recruitment and selection

STUDENT NAME: ____________________________ DATE: ____________________________________

Question No: 2. Describe the recruitment process step–by-step.

Recruitment and selection Recruitment refers to the procedure through which a firm determines whether or not it needs to hire certain people to fill specific roles. Its goal is to employ the most competent people possible (Al-Kassem, 2017). These potential new workers must possess the necessary skills to assist the company in achieving its objectives. The following are the essential processes in selecting once the selection procedure has produced a number of applicants: 1. Short-Listing Short-listing entails whittling down a large number of applications to a reasonable number of the top applicants. This reducing procedure can be approached in two ways. i.

First, there's the screening process, which eliminates undesirable applications.

ii.

Second, the inclusion technique compares each candidate to the job requirements and assigns a score using a pre-determined scoring system. Even if it takes a bit longer, this procedure prevents prejudice and is considerably fairer to all candidates (S. Alzahrani, 2019).

2. Selection Testing The goal is to find a candidate who is likely to succeed and perform effectively. Ability tests, aptitude tests, and personality tests are examples of these examinations.

3. Interviewing the Candidates For decades, the standard technique of recruiting new staff has been an interview. A successful interview comprises preparation, operation and summation (Neuson, 2007).

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Recruitment and selection

i. Preparation comprises the following features All necessary documentation should be gathered. All of the interviewers should agree on the candidate's suitability. The time spent in the interview should be balanced between telling the candidate about the organisation and the position, questioning the applicant, and enabling the applicant to ask questions. The interview room should be arranged in advance, ideally in a relaxed manner. The data gathering method must be decided upon, stationery must be printed, and recording responsibilities must be assigned. The interview room should be set up ahead of time, ideally in a comfortable atmosphere. iii.

ii. The operation spans a large region and may be separated into several divisions:

Opening the interview Listening Asking the right questions Forming the interview.

After that, summarization is necessary to evaluate the contenders and select the best one.

4. Choosing the Successful Candidate The ultimate selection is made on the preferred candidate. This should be carried out in the same manner as short-listing. Only candidates who match the "essential" requirements of the job specification should be considered. 5. Obtaining References

It is not advisable to make an employment offer until references have been examined. Once a candidate has been picked, previous employers must be contacted to verify the information supplied by the application and to confirm that nothing from the applicant's background has been hidden. 6. Offering the Position

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Recruitment and selection After thoroughly checking references, the organisation might make an offer of employment to the successful candidate. This has to be written down. 

Job Title

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Starting Date

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Starting remuneration, as well as any agreed-upon specifics about compensation development and how it is decided, particularly in the first year.

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Any relocation assistance, if applicable.

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Company automobile, level, and, if necessary, preparations for gasoline. This is for employment in the executive suite.

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Details of the offer acceptance (the candidate is frequently requested to sign their agreement on one copy of the letter and send it to the company.

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Details of additional corporate advantages may also be provided if necessary. Medical and life insurance, employee discounts, parking arrangements, and pension plans are examples of such benefits.

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On their first day, the candidate may be required to provide their driver's licence as well as any qualifications they have claimed but have not yet been validated by the organisation.

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When an applicant accepts a job offer from a firm, they should be given a formal "contract of employment" two months before they start working.

7. Evaluating the Selection Process

There are two phases to evaluation: • Judging how successful the selecting procedure has been.  Analysing the process and determining the effectiveness of each stage.

Case Study

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Recruitment and selection Question No 1. i. How will Fun & Learn recruit the best candidates for its future retail locations? Attract the top candidates on the description of each work requirements, the emphasis should be on having fun and learning. Define the firm, including competitive salary, hours, and work environment, as well as prospects for advancement and information on benefits. ii.

Which groups, if any, should the company's recruitment efforts be concentrated on?

The firm should concentrate its recruiting efforts on both internal and external recruiting, which will allow it to locate the perfect applicant, both within the firm who have the skills and outside channels such as professional or similar organisations, in this case, to bring in new individuals with fresh perspectives and ideas. This allows us to concentrate on all of the groupings. iii.

What is the best way to go about recruiting?

Recruiting should be done by creating a culture that attracts the most qualified individuals who specialise in creative toys and innovative learning for children, as well as locating people whose talents match the market need for children. Question: 2. i. How should Fun & Learn choose the most qualified candidates? The Fun & Learn should select the best candidate by a reduction process of the number of applicants (Short–Listing ) with a screening approach where applicants that not suit the skills and experience needed for the job requirement are reject. ii. What kinds of attributes and metrics should be used? Why? F&L should employ Selections Testing as a criterion for selecting the best applicants by developing tests that incorporate certain characteristics such as aptitude, personality, and knowledge or skill assessments. This allows us to show which prospects are more likely to be gregarious, passionate, engaged, and patient, as well as have understanding of the business. Question 3. How should Fun & Learn socialise its employees so that they are aware of the company's culture and future plans?

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Recruitment and selection Employees might be socialised via Fun & Learn.

reconsidering their hiring policies

Internal incentives are used to motivate personnel.

Restore their allegiance by examining salary and working conditions. decrease in turnover as a result of the challenging nature of the jobs

offering training for experienced personnel to increase their knowledge and skills in dealing with workplace stress

Question 4. How may Fun & Learn handle its issues with retention? F&L should address the turnover problem, which is caused by the demanding nature of the job, by concentrating on the nature of the job and its applicants throughout the recruitment

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Recruitment and selection process, from the application process to the short-listing process, and by establishing a specific training and development programme to provide them with high levels of capability.

 References  Al-Kassem, A., 2017. Recruitment and Selection Practices in Business Process Outsourcing Industry. Archives of Business Research, 5(3).  Neuson, B., 2007. Avoid discrimination claims when interviewing job candidates. Nursing Management (Springhouse), 38(2), pp.16,18,53.  S. Alzahrani, J., 2019. Multi-objective Job Shop Scheduling Using Pre-emptive Constraint Procedure. American Journal of Modeling and Optimization, 7(1), pp.8-13.

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