Essays on Case Study---Merino Textiles Case Study

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Table of ContentsIntroduction ---------------------------------------------------------------------------------31.1Recruitment Strategies ------------------------------------------------------------------- 31.1.2Defining the vacant job --------------------------------------------------------- 31.1.3Criteria Selection ---------------------------------------------------------------- 41.1.4Interview Questions-------------------------------------------------------------- 51.1.5Reviewing the Resume -----------------------------------------------------------61.1.6Interviewing----------------------------------------------------------------------- 61.1.7Checking Reference -------------------------------------------------------------- 61.1.8The Offer -------------------------------------------------------------------------- 72.0Employment Tests and Interview ------------------------------------------------------- 73.0Benefits of Conducting Interviews ------------------------------------------------------ 113.1Semi Structured Interviews ------------------------------------------------------ 113.2Structured Interviews ------------------------------------------------------------- 12Conclusion -------------------------------------------------------------------------------------------- 13IntroductionThe Human Resource Department is mandated to choosing the right candidate for the required job position and ensures that his or her skills match accordingly. Recruitment is a very crucial exercise and important role which is time expensive and time consuming. Careful recruitment eliminates additional selection of employees who perform poorly to the existing staff.

Filling of vacant posts in a hurry by way of using interview in isolation can be very detrimental to the Company resulting in high employee turnover and loss of money. Hiring new employees consists of costs such as training and development and advertising costs. Interviewing requires people who have had experience in interviewing because it takes time to perfect the art. It is usually a daunting task for the panel to make the right decision as many are the times that out of five candidates hired one is not the right candidate (Susan McIntyre, 2011).

Spending quality time with the candidates during interview saves repeating the same exercise again, that is if the wrong candidate had been hired through interview in isolation which is never competitive. Companies that have set targets to meet are often in a hurry to fill job vacancies which often results in selection of a poor employee. 1.1Recruitment Strategies1.1.2Defining the vacant jobThis requires identification of the roles and responsibilities that the new employee should perform.

Identification of the job functions defines the job description that determines the criteria of interview selection. Organizations normally have their own job specifications but normally the required information for a vacant position is usually education requirements, experience, qualifications, special qualifications and summary of the duties. When designing the job description some of the requirements that are considered include: working conditions, responsibilities, group work tasks, ergonomic factors, Company goals, complimentary skills, organization structure and supervisory role depending on the vacant job position. Characteristics of a job such as autonomy, use of different skills, importance of the job to the Organization, task completion rate and communication are known to directly lead to job satisfaction and motivation of employees.

Job retention can be achieved only through jobs that are motivating, satisfying and interesting (Oldham & Hackman, 2009). 1.1.3. Criteria SelectionThe criteria used for selection depend on the skills of the employee required such as customer care, communication skills, negotiation, time management, problem solving skills, working under pressure, team work, time management and flexibility (Villiers, 2000). In order to select the best candidate the selection criteria will assist in developing the interview questions.

Criteria selection acts as a benchmark for selecting the right candidate and determining the best person for the job. According to the set criteria and job description the resumes sent by job applicants are screened for the right suitable candidate. The short listing panel should ensure that the criteria set is not discriminatory, that it is specific, matches with the job, employee is adaptable to the organization culture and the required skills have been highlighted.  The effort that an employee puts while performing a task determines his Job performance.

The Human Resource Management department which ensures that employees are motivated to increase job effectiveness forms a way of designing effective jobs, setting goals and job rewarding with the aid of selection criteria (Gatewood & Field, 2008)

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