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Procedures of the Recruitment Process Essay

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Updated: Aug 20th, 2019

Attracting: Recruiting & Selection

The impact of increased global competitiveness on human resources is notable. Presently, organizations engage the services of highly skilled and experienced personnel. Consequently, this has immensely impacted on the labor market.

Recruitment processes have become more strategic and reformed. The human resources department plays a significant role. Generally, talent, expertise and leadership qualities have gained importance (ARMSTRONG 2010, p. 12).

The processes of attracting, recruitment and selection are important. The application of strategic and comprehensive processes enables employers to acquire quality human resource.

The potential employees also have the capacity to identify the best employers within the market. It is important to note the impacts of increased competitiveness within the human resource.

Workers have also developed interests on capacity building, quality experience and improvement.

Organizations must determine the factors that may attract potential and effectively performing workers. Therefore, they must be smart while presenting the available employment opportunities.

The potential workers must also strive to learn the ways of detecting the best employers. Organizations have applied different strategies to ensure that their opportunities are competitive. For instance, providing good wages to the workers have frequently been used (ASWATHAPPA 2005, p. 8).

The employing organizations have also used other competitive reward and benefit schemes. These have considerably led to increased applications for various available job opportunities. It is upon the human resource and relevant line managers to use a strategic selection procedure.

Evidently, it is notable that quality management is widely applicable in the recruitment processes. Personally, I have developed a desire to work within organizations that value employee welfare.

A majority of employees indicate that appropriate values must be well articulated within the organization’s mission and vision statements (DALE & DALE 2003, p. 22). The type and quality of leadership also have great importance.

This is because workers would want to serve in an environment that offers explicit human liberties and respect. These issues must be explicitly communicated as part of the job advertisement. According to most investigations, quality processes within an organization begins during the recruitment stage.

This factor also helps the organization to perform effectively. Attractive job advertisements must be comprehensive in communicating the mission and cultures of the particular organization.

Additionally, they must be inclusive in nature. This means that the job advertisements must not be discriminative. There must be consideration of different groups of people, gender, cultures, race and religious beliefs.

Indeed, with the increasingly liberal society, there is more need for institutions to avoid discrimination. Presently, employees and lobby groups value the respect of human rights and dignity. A positive culture and non-discriminative policies will increase employee attraction.

Organizations must also recognize that an inclusive approach broaden the pool of viable recruits. Employees have continually recognized the significance of comprehensive communication of the job expectations.

Indicatively, a comprehensive communication of job specification and requirement provides room for a cost and benefit analysis (COOPER & ROBERTSON 2001, p. 19). This is normally done by the potential recruits. Adequate research is necessary for knowing the factors that attract potential employees.

From a personal perspective, I would admit that employees have variable interests. Because we are human, there is possibility of existence of disparities on the various appealing factors.

This is notwithstanding other considerations such as the remuneration package. Perhaps, this explains why employees variably identify with certain organizational cultures and ideologies.

A successful recruitment process must have several considerations. Most organizations have recognized the importance of training and development. Like many potential employees argue, there is an urgent need for capacity building.

This might be the reason why most workers value the opportunities for apprenticeship offered in various organizations. These strategic and contemporary issues must be well communicated within the job advertisements.

Another important consideration during job advertisement is the need for competitive remuneration. Ideally, employees also appreciate and admire working within competitive environments (ARMSTRONG 2010, p. 18).

As an employee, serving within a competitive environment would enhance my critical and analytical skills. This is very important for capacity development and general experience.

Therefore, organizations must promise enjoyable work environment to the potential recruits. Other vital considerations within the process may include flexible hours at work.

The observation of recent employee concerns such as quality of work life and work-life balance is important. The application process must be very straight forward. This minimizes the inconveniences and increases the level of employee confidence on the recruitment procedure.

The employees must also be keen in identifying potential employers. Generally, to avoid cases of malpractices and confusion, they must consider a comprehensive policy communication.

Presently, it is important to conduct an investigative survey on the background of the organization desired. This is to enable the recruits to familiarize themselves with the relevant organizational policies, history and mission.

An employee must be well informed on the nature of operations of the intended employer. Seemingly, organizations have critical roles in ensuring the recruitment process is not flawed.

Although the human resource might have important roles, the involvement of the line managers in the recruitment process is also crucial (CATANO 2009, p.34).

Particularly, this applies for most for technical jobs. This is because they test the competencies of the employees in implementing the technical processes of an organization.

Description of the job requirements and specification is important. There is an element of attraction when these factors are integrated within the recruitment process.

Organizations with constructive brand and thriving business image have the capacity to attract skilled potential recruits (ASWATHAPPA 2005, p.21). There are other unique incentives that when communicated effectively, may enhance the process of recruitment.

For instance, as an employee, I would personally prefer organizations that communicate unique services to their potential workers. Some of the incentives that most workers have admitted to appeal for are observable.

These might include services such as gym, health insurance waivers as well as childcare support services. Organizations are advised to consider the provisions communicated by their potential competitors.

It is clear that through this observation, the organization may attract the best. Providing a distinct array of benefits relative to that of potential competitors enables the recruiting organizations to get the brightest and more skilled workforce.

On the other hand, this initiative also helps to offer the potential employees with a chance to work within highly competitive and reputable organizations.

Positive reputation and business or organizational brand is vital for successful performance and efficiency. The development of a good employer brand also remains critical. This is because most present employees like associating with positive brand images.

There are systematic procedures in the recruitment process. For effective employment relationship, potential employers must conduct a job examination. This helps to ensure that they are aware of the requirements. It is normally associated with the necessary skills, familiarity and competencies (COOPER & ROBERTSON 2001, p. 49).

The kind of employment to be provided must also be considered and communicated appropriately. Organizations must ensure that the various job descriptions and the selection methodologies are precise.

These should also be up to date and modified whenever such needs arise. Organizations must also determine the processes applicable in the assessment of all potential recruit’s suitability for the described job.

There are basic considerations to be taken in notice. Indicatively, it is evident that potential recruits presently demand to know the specific criteria for short listing and interviewing.

A transparent recruitment process must publicly state its disclaimer and policies regarding corruption issues. Emerging employee requirements or demands must also be met during the recruitment process.

For instance, in my past applications, I have always sought to conduct follow ups. I have also demanded to know the official interview and the reporting dates for successful employees. For effective performance, organizations must develop their personal recruitment plans (COOPER & ROBERTSON 2001, p. 54).

This explains the methodologies for informing the general public or potential candidates of the basic minimal requirements for the advertised position.

An informed short listing process is applicable. In addition, the importance of application of rational criteria for sidelining the less qualified applicants must be considered.

Notably, the present technological advancements have had significant impacts on communication. These have also remarkably influenced most organizational processes including recruitment (DALE & DALE 2003, p. 38).

The increase in social networking technology has enhanced the processes and channels that organizations might use in posting their job vacancies. Generally, the contemporary employees would prefer associating with organizations that have a remarkable appreciation of the networking technology.

Apart from these, the utilization of the various current media channels by potential employers increases the base for acquisition of skilled workers. There are various media channels through which organizations might advertise their job vacancies.

However, care must be taken to choose the most popular and frequently accessed media for the advertisement. The recruitment process is a comprehensive undertaking that requires an integrated approach. Particularly, this is evident if the strategic organizational objectives are to be attained.

The importance of carrying out a job analysis by the organization and the potential employee is eminent. The initiative enables both parties to know how the opportunity can contribute to accomplishing their plans (DALE & DALE 2003, p. 42).

In case of an organization, the opportunity is analyzed versus the projected achievements on the goals. The potential employees are also able to examine how this offer would assist them in attaining their professional and career goals.

From my experience, it is clear that remuneration may at times be a weaker factor for consideration. This is because an employee must consider other several factors that are pertinent to the job opportunity.

These might include the job conditions, working hours, employee welfare and the benefits scheme. The actual responsibilities must be clearly communicated within the description of job specifications.

This is also vital both to the potential employee and the employer. This is because for an employee, one is able to determine whether they have the capacity to meet the job specifications or demands. The analysis is normally in terms of skills, knowledge as well as experience.

Presently, leadership competencies have gained a lot of attention during the recruitment process. Basically, this is because organizations have increasingly recognized the importance of strategic leadership in management.

Selection of the potential employees must follow an open and comprehensible procedure (ASWATHAPPA 2005, p. 58). Potential employees must be aware of all the matters pertinent to the organization.

Apart from their knowledge and skills, they must also have and be able to depict transformational leadership skills. This enables them to have an upper hand during the selection process.

The organizations must provide the potential recruits with the room to present their skills sufficiently. This is important in the selection process.

The determination and selection of the most viable candidates must follow a rational and fair approach. This aspect is vital in obtaining the employees with the required quality and skills. In addition, it helps to strengthen the organization’s public image and creates a strong brand (ARMSTRONG 2010, p. 35).

Employers should observe the fact that just mere attraction does not help in the development of a strong workforce. However, capacity development, motivation and welfare considerations are critical factors of interest to the employees.

Indeed, the recruitment process remains as an important initiative both to the employers and also to the potential workers.

Utilization of the Talent Pipeline (CIPD 2006) by Organizations

The increased competition for the limited available human resource has led to many adjustments. Presently, there is more focus on the development of potential talents amongst all employees. This initiative has lead to productive performance and increased efficiency within organizations.

The concept of talent management has been given consideration from the stages of recruitment. Nurturing of employees’ capacities has become a definite role within most organizations (DEB 2005, p.5).

The human resources department has particularly undertaken significant roles in ensuring that workers acquire the appropriate skills and experience.

Observably, this is always commensurate with their talents. The present organizations require high level performers with great dedication to their obligations. The recruitment processes have been redefined to be more strategic.

Evidently, there is application of quality management practices right from the recruitment stage within organizations. The basic objective of such innovative initiatives is to adequately and appropriately develop talented personnel (SCHIEMANN 2009, p. 36).

Such personnel have the capacity to steer the organization towards innovation and effective performance. In order to obtain the required talent, organizations must endeavor to comprehensively address and communicate job specifications.

Through this, a potential employee is able to match his or her intrinsic talents to those described for the job. Ideally, this forms the basic spring board for the recruitment process. Personally, I would prefer to work within an organization that values and nurtures talent.

Through the recruitment process, I will be able to identify the most innovative organization that can nurture my intrinsic skills.

Of course, I can achieve this through examination and analysis of their organizational policies, values as well as cultures. These have to be properly indicated within their advertisements.

Generally, the importance of apprenticeship and capacity building during work processes cannot be underscored. Personally, I believe that proper remuneration is crucial for employees with explicit talents and competencies.

My interests will fall for organizations that have portrayed their desire and values in employee welfare and career support. Various work processes and management issues are learnt and experienced while a person is already employed.

Talent management refers to the practice of applying interconnected personnel processes to offer an understandable benefit to an organization (GOLDSMITH & CARTER 2010, p. 56). To build my talent, I expect an organization to value its human resources as the first internal and important stakeholders.

In order to build and sustain my competency, skills and competitive edge, my employer must consider the various talent management initiatives. The organization must assess the skills they need in order to be successful in the future.

These issues must be well defined within the organization’s strategic plans. These initiatives are vital because they assist the organization to identify the critical talent that they must outsource or hire.

Ideal organizations have to source the appropriate talent from the necessary avenues. Generally, utilization of the appropriate media and recruitment mechanisms is vital in this process.

In order to match my talents with the required skills, organizations must adequately perform a comprehensive job description. These should entail the capacities that are most needed. Once in the organization, I will expect to be treated with open-mindedness.

Coupled with transformational leadership approach, this will help to enhance my innovative skills. Therefore, as an employee, I will have the room to develop novelty, enhance my skills and exercise my innate or acquired talents. This will help in boosting my talent.

Motivation will enable me to compete constructively with other work mates within the organization. Lack of motivation undermines development of talent and leads to boredom within the workplaces (DEB 2005, p.20).

Personally, I would prefer to work within a competitive and highly motivated work environment. This will help me advance my professional goals and also to harness my talents.

The importance of behavior or character assessments during the recruitment stage cannot be undermined. In order to create a team of highly talented employees, the organization must integrate such approaches.

Personally, working within competitive and highly talented teams creates a challenging environment. This is appropriate for positive development of an individual’s talent. Free and social working environment that is more liberalized will enhance my talent and skills.

A high quality orientation into the place of work including organizational cultures and corporate beliefs would help in initiating positive talent (SHUKLA 2009, p. 19). Generally, the pace and level of quality laid for me during the first appointment within the organization is vital.

This is because it would help me in defining the necessary skills and appropriate talent that I would exercise in my new job. Additionally, the orientation will provide me with critical organizational requirements pertinent for my new role.

In order to familiarize adequately with the organizational environment and requirements, adequate transition will be necessary. With proper guidance from the experienced staff, I will be able to master the policy requirements and various procedures within the organization.

This is an important initial step in developing a positive relationship with the organizational environment. Apart from the academic qualifications, the experience and other trainings received during the actual practice are important. This is, particularly, for career development.

To enhance my talent, I must be engaged in induction as well as capacity building programmes within the organization. The human resources department is crucially responsible for human capital development (GOLDSMITH & CARTER 2010, p. 61).

Personal involvement with the managers, including the line and top managers will help in developing my competency and communication skills. Participatory leadership approach enhances the employees’ capacities to engage in positive problem resolution initiatives.

Through engagement in collective brain storming, I will develop the potential for solving challenges within an organizational setting. Furthermore, such initiatives can also assist me to enhance my conflict resolution skills.

There is an increasing realization that high wages and remuneration packages might not necessarily translate into effective performance (SHUKLA 2009, p. 45). Analytically, this also has minimal role in enhancing the workers’ talents.

As recognized by most employees, the most fundamental factor is the ability to provide an adequate working environment. Working in an organization with a positive culture towards employee development is good.

Personally, I believe that an organization that values collective performance and supports team work is appropriate for talent development.

People learn to develop their interpersonal and social skills. Apart from this, they appreciate the value of team work and endeavor to enable the organization meet its collective goals.

In order to effectively build my talent, the organization’s intrinsic beliefs, cultures and values must resonate appropriately with my career and individual objectives.

Personally, I would feel more motivated to deliver and enhance my skills within supportive and comfortable environments.

My immediate manager must be skilled with good leadership capacities. This will help in the process of problem reporting and solution.

Apart from this, positive leadership will be vital for the development of an individual’s talent. Effective recognition and reward of excellently performing employees within an organization is a critical mechanism (SILZER & DOWELL 2010, p. 87).

This is because it helps in the development of talent. Personally, I would feel motivated and agitated to continue working hard if my excellent performance was recognized by the management.

Such initiatives may help to foster positive competition amongst the workers. Consequently, this helps to increase the general organization’s output. My engagement within all decision making processes in the organization would impart a positive attribute in me.

This is because as an employee, I am able to feel engaged and valued within the organization. Therefore, I have the capacity to fully exercise my potential attributes and talents within the organization. This helps to nurture and shape my skills and talents continuously.

The designated duty must fit with my skills, capacity and experience. This should also be extended to the larger work environment. Generally, an accommodative workplace environment enables individuals to feel free and share their knowledge and skills.

Other organizational services that are not part of the work processes are critical. This might include provision of services for sporting. Engagement in such activities increases the level of cohesion and integration amongst the members of the organization or team.

Apart from this, people are able to advance other talents such as the sporting skills. Generally, employees would prefer to serve in an organization with unique recreation facilities and services (SHUKLA 2009, p. 61). Another vital factor that enhances the level of employee talent is team building.

Involvement in team building activities help to enhance and individual’s leadership competencies. Workers are more likely to shape their management and leadership talents when they interact and engage in team building.

An organization must consider the effective kind of development that will enable me to attain my personal and the collective organizational demands.

The role of development in enhancing talent management cannot be underestimated. Employee development can be done through continuous trainings, capacity building and apprenticeship.

The competencies that one must consider are variable. Some of these might include the knowledge, the appropriate skills, behavior and positive attitude (GOLDSMITH & CARTER 2010, p. 90). Thus, organizations must be able to conduct an assessment of their worker’s competency and profile.

This intervention would help to identify the areas of deficiencies causing the observed malfunctions within an organization. An effective organizational system will not allow any employee to harbor a deviant attribute.

I would be personally attracted to those organizations that are able to establish opportunities necessary for growth. This might be conducted through diverse processes. Some may include trainings, engagement within programmes, and teamwork.

Job shadowing and rotation might also include other important processes of talent development. Continuous monitoring and performance appraisals are key interventions that help in the development of employee talent.

Through these mechanisms, the management has the capacity to assess employee progress. They are also pertinent steps during needs assessment by the human resources department.

Through performance appraisal, the department is able to note the disparities and areas that require improvement. Any training must resonate with the organizational policies and objectives. As an employee, I appreciate the impact that mentoring has on a person’s career.

Through active mentoring, I will be able to set my career goals and appropriately endeavor towards meeting them. Mentoring would also manipulate my perceptions and feelings towards the organizational values and commitment.

The communication and feedback mechanisms are very critical components of active talent management (SCHIEMANN 2009, p. 78). Employees cannot comprehensively exercise their talents and skills within organizations that have broken communication and feedback systems.

Additionally, there must be a stipulated system of identification and reward of talent. Personally, I would strive to increase my output if my unique talent was recognized through promotion by the management.

Promotion of excellently performing workers is an effective way of building talent within organizations. I must be engaged in establishing personal performance agreements and goals. This will ensure my fidelity and commitment to the general organizational goals and objectives.

In achieving this aspect, the human resources department and the line managers have a potential role to play. Agreements are important because they set out the required deliverables (SILZER & DOWELL 2010, p. 97).

Furthermore, they establish the appropriate standards and actions that are necessary in times of failure. This concept is important because it increases the level of accountability and responsibility in individuals. In the present competitive organizational environment, performance contracting is becoming increasingly appropriate.

Conclusively, the importance of talent management remains eminent within all organizations. Nurturing this talent is a critical initiative that must be undertaken by the management. This must be well articulated within the organization’s mission and vision statements.

Potential recruits must be able to access such vital information within the job advertisements. It is also appropriate to recognize the important role of strategic management in the recruitment and talent management processes.

Lastly, it is crucial to note that effective recruitment processes form the basic spring board for successful talent management.

List of References

ARMSTRONG, M 2010, Armstrong’s Essential Human Resource Management Practice a Guide to People Management, Kogan Page, London.

ASWATHAPPA, K 2005, Human resource and personnel management: text and cases, Tata McGraw-Hill, New Delhi.

CATANO, M 2009, Recruitment and selection in Canada, Nelson Education, Toronto.

COOPER, D & ROBERTSON, T 2001, Recruitment and selection: a framework for success, Thomson Learning, London.

DALE, M & DALE, M 2003, A manager’s guide to recruitment and selection, Kogan Page, London.

DEB, T 2005, A conceptual approach to strategic talent management, Indus Pub, New Delhi.

GOLDSMITH, M & CARTER, L 2010, Best practices in talent management: how the world’s leading corporations manage, develop, and retain top talent, John Wiley & Sons, San Francisco, CA.

SCHIEMANN, W 2009, Reinventing talent management how to maximize performance in the new marketplace, Wiley, Hoboken, NJ.

SHUKLA, R 2009, Talent management: process of developing and integrating skilled workers, Global India Publications, New Delhi.

SILZER, F & DOWELL, E 2010, Strategy driven talent management a leadership imperative, Jossey-Bass, San Francisco, CA.

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