Module 1 - SLP TOPIC - Recruitment, Selection & Onboarding

Recruiting, Selecting and Onboarding

Introduction

Human Resource Management (HRM), is amongst the most important facets that individuals must undertaken on both professional and personal levels, which would help them sustain and survive throughout their lives in any specific role they may be. The kind of work that the people of this particular department tend to perform promises either the success or failure of the organization. With reference to this paper, we shall found and discuss upon one major function of this department - called recruitment & selection - and try to understand the kind of efforts and skills that are required to hire the right candidate for the right job.

Concept of Recruitment

Some of the definitions of recruitment are taken from different books:

"It's called recruitment process to identify and involve candidates to fill vacancies.”

"Recruitment is the set of techniques and procedures aimed at attracting qualified candidates potentially able to occupy positions within the organization.”; and

"Recruitment involves attracting new staff and provides the company."

Recruitment Process

Recruiter vacancies are identified by human resource planning or at the request of management (Benson, 2007). The process begins when you started the search, that is, when the procedure initiates when attempting to explain workers or the general public the existence of a vacancy in the company, according to environmental variables and company policies (Björkman, 2008). To answer the above questions two things should be checked: first, job descriptions and providing basic information about the roles and responsibilities including opening and the second is to request additional information from the manager that requested the new employee. So once defined as the above opening for reception of applications for employment which ended the recruiting process.

Selecting the right candidate

Now that we have used the right utensils and channels of gathering the relevant pool of candidates that fit the job description (JD) comes the delicate task of selecting the right candidate. The most favoured candidates are being then put through the most effective and efficient instrument called the interview, under which the communication, cognitions, attitudes and behaviour are being analyzed and judged (Bonardi, 2009). For most people, the interview is rather crucial, even fearful, as they are unable to understand the basic component that is being judged in the process. Many people tend to loose out on excellent job opportunities, not because they don't have the skills and characteristics that fit the job, but the misrepresentation that these people tend to display and portray during their conduct in the interview.

Confidence is key to succeed this otherwise difficult task; amongst the many candidates that may not otherwise be fit for the kind of job that is being required, but solely on the basis of confidence do they get hired and promoted on the job (Björkman, 2008). In addition to this, many people tend to gain a position on the basis of the communication skills and their style with which they tend to impress the people within the organization and the same ...