Introduction
Human Resource (HR) policies signify the formal regulations and practices that the organization pursues. Such policies outline how matters are addressed in the organization concerning recruitment, responsibilities, and rights of workers. The implementation of an organizational hiring process policy marks a crucial step in the success of any organization attributable to the recruitment of competent personnel (Bratton & Gold, 2017).
It delineates an organization’s ideal hiring practices while promoting uniformity in the recruitment of workers. Some of the key concerns of the hiring process policy are the organization’s recruitment philosophy, procedures, and standards that are to be firmly established.
Type of Policy
The type of policy implemented in the organization was the hiring process policy. The policy outlined the recruitment process within the company in an effort of filling open roles. One of the reasons backing the implementation of the policy was the company’s dedication to invest in its employees, assist them to develop their skills, and build on their experience. The hiring policy outlined the steps for internal and external recruitment while clarifying the regulations for internal mobility.
Another reason supporting the recruitment process is that the hiring team treats every application with confidentiality. It is at the internal candidates’ discretion to either inform the managers or their colleagues that they made an application to an internal vacancy. Hiring teams are required to make sure that applications remain undisclosed until the right candidates are hired (Bratton & Gold, 2017). In a case where a worker is hired to a different role within the company, there will be a one week’s notice before they change position to allow their manager time to start the hiring progression for replacing them.
The Positives and Negatives of the Implementation Process
One of the positives of the implementation process is in the encouragement of workers to shift roles within the company or department provided the move is in line with their career plans and they have the required qualification to undertake the task. The only requirement is that workers should have worked for at least three months in a given position before applying for a different vacancy within the company.
Employees do not require permission from their managers to make an application for an internal job opportunity but are encouraged to be open about their career objectives. Another positive of the implementation process is the recognition of workers for their hard work and expertise. Above all, the process seeks to ensure that workers learn and thrive within the organization. To realize this, all managers and employees are encouraged to communicate freely and frequently concerning the career positions that make sense for their skills and motivations (Bratton & Gold, 2017).
One of the negatives of the implementation process is that every assessment only evaluates a single factor of the employment criteria. For instance, a test could be for the evaluation of job-specific knowledge, a different one may assess leadership attributes, another might appraise personality traits, or measure trustiness. There are many different tests (board questions) and the organization at times requires candidates to take on too many.
The problem is that some qualified candidates become irritated by the laid down procedures and choose to drop out of the progression. Another negative is that most of the candidates fail to respond as genuinely as the hiring team hopes. They decide to give their responses not based on their true reflection but on what they believe the employer desires to hear (Bratton & Gold, 2017). Although tests are meant to be objective and genuine, candidates manipulate the outcomes to portray themselves in a good light.
Challenges or Successes of the Policy
One of the challenges of the policy being implemented is in its cost (both monetary and time) linked to the completion of the process. Sometimes the cost incurred is not the right fit for the organization, depending on the position being filled. Another challenge is that the introduction of many assessments in the process at times results in an unnecessary delay to fill the position (Bratton & Gold, 2017). For sensitive positions, a long time before getting the right candidate might hurt the company.
One of the successes of the policy being implemented is the elimination of subjectivity. This is because the tests are similar for every candidate, contrary to when a recruitment panel is free to use the approach they deem fit (Bratton & Gold, 2017). Another success of the implementation of the policy is that it assists in the prevention of legal issues. Ensuring that the policy is created and implemented in line with the government standards makes it adhere to the legal limitations associated with the company hence avoiding costly court cases.
Recommendations
One of the changes that may be recommended to the implementation process is the reduction of required assessments by just selecting the most important test instead of using lots of them. The hiring team should employ tests intelligently and choose one or a few that assess the crucial aspects (Bratton & Gold, 2017). Another change should be done by carrying out the pre-employment tests timely to save time. The candidates should be requested to complete the board questions before the interview phase as a way of reducing their number and focusing on only the best.
Conclusion
HR policies create standards and consistency in organizational processes. A hiring policy offers critical approaches to be followed in the recruitment process. The main concerns of the hiring process policy include the company’s recruitment philosophy, procedures, and values that are to be strongly established. The implementation of the policy should be done carefully to ensure that the hiring team capitalizes on the positives and successes while addressing the negatives and challenges.
Reference
Bratton, J., & Gold, J. (2017). Human resource management: Theory and practice. Basingstoke, United Kingdom: Palgrave.