International Recruitment and Selection Process - Coursework Example

International Recruitment and Selection Process Name: Institution: Subject: Date: Introduction Employees are considered to be one of the most important resources of any business or organization, and so it is essential for the human resources manager to have a thorough recruitment and selection process. This is essential because the best candidates will be recruited to fill the post that was advertised. There are various aspects that need to be considered during international recruitment and selection process. This essay focuses on issues that the multinational corporation must consider as they search for a candidate to fill the vacant post. According to Ployhart & Weekley, (2014) this responsibility of international recruitment and selections lies predominantly with a human resource manager of the headquarters. However, Longley (2014) believes that other HR managers of the subsidiary companies must be involved in this process as a way of assessing technical considerations during the international recruitment and selection. Organizations should also decide very carefully on whether to recruit in certain countries or across the world. Such decision must be made after assessing the advantages and disadvantages of using either of these methods. According to Dessler (2014) an organization should ensure that they follow all the legal considerations that are associated with the international recruitment and selection that are imperative to that host country. Accordingly, this essay will analyse the specific advantages of international recruitment and selection on a life cycle basis, starting with the analysis of the skills that are required for the position and the criteria of choosing the most qualified candidate. It is a complex process because many factors such as language, cultural background, and other beliefs are considered besides the academic qualifications. Some countries have specific requirements that must be completed for one to work in such countries. Important of Recruitment and Selection This process of recruiting and selection is very important to the company because the process is a very costly exercise. Furthermore, the process is also an essential part of the business, and it, therefore, pays to do it properly. When the human resource hires the best candidates, train them well and treat them appropriately, these trainees will produce excellent results and also remain longer in the company. There will no issues of employees quitting their job for other greener pastures. In such situations, the initial and ongoing investments of the company is well rewarded. An organization can be having the latest and superior technologies and other physicals resources but if it does not have the qualified and experienced people it will struggle to achieve it desired results. This is very much true in the entire spectrum of business activity; it doesn’t matter if it is a non-profit making organization or not. Choosing the correct candidates is one of the best practices of human resource managers. Poor recruitment or wrong selection can prove expensive. The hiring department must be sure of the technical competence of the candidate before hiring him or her. For instance, if an engineer fails in designing a component and it has to be re-engineered, the company incurs a lot of losses. First the company loses in terms of time an also money. Furthermore, the company can be penalized for delays in fulfilling the particular contract. In such cases, time and resources that were incurred in recruiting such candidate will have proven to be expressive and wasteful whilst a better candidate may not only have ‘got away’ but gone to a competitor of the company (Snell et al. 2015). Besides looking for the highly qualified candidate who is experienced, an organization needs to be sure that the candidate is trusted worthy, and commitment towards the company and its missions. According to scientific managers, one of the best practices of the human resources management will make is the choice of those who will support them. In today’s highly technological competitive market, the international human resource managers require people who are technically competent, loyal, well informed and committed. In addition, they require candidates who can make good judgment and also who can work under pressure. For instance, when the company is submitting a complete written contract for a tender, the team should decide what the company can deliver, the price for that contract and the deadline for that contract. This is very tricky if the company is offering such contract for the first time. Some of the issues that might complicate such contract is the decision of the level of ‘after-sale service’ to be include in that contract, based on the company’s assessment of the risks associated with its new venture What are the key features of international recruitment and selection? International Corporation is very sensitive because of their nature. These companies operate in a very competitive environment and, therefore, requires competitive forces to facilitate their existence in the market. Some of the strategies that are essential to ensure that the company is effectively operating in the international market is working with the right people (Boselie 2014). The HR managers both in the headquarters and in the subsidiary companies need to ensure that the following key features of international recruitment are followed. These include: The selection process works flow diagram. The diagram below shows a multiple hurdle selection process that are used in the international recruitment process. The steps in the diagram below are used to determine whether the candidate will progress or be eliminated from the process, depending on whether the candidate is meeting the criteria being assess at a particular selection stage. According to the diagram, the first stage is assessing the resume or application screen. Some of the issues being assess at this stage include academic qualifications or the experience requirements. They could also include meeting certain competencies such as foreign languages, or specific technical, certification of a certain discipline (Leekha et al. 2014). The second stage in the recruitment process could include a test of professional knowledge, abilities, aptitude, and so on. Since it’s an international, the selection system for the position will be complex, they will be many competencies that will be required to be access, as well as the suitability of the selection elements for testing each competency. For example, it is simple to assess id the candidate can speak in a foreign language through an interview than through a resume screen (Taylor 2014). Finally, the sequence for the selection is organized so that the most qualified candidate can be selected for the job. For instance, simple process are undertaken earlier in the process because it takes fewer time resources. In-depth selection interview are done later in the selection process. This comes last because there are more labor intensive. How can we best evaluate the success of international recruitment and selection? There are several metrics that a multinational corporation can use to evaluate international recruitment selection that was carried out by the HR managers of the respective subsidiaries. Some metrics include i) Cost Per Hire – this measures the amount the head office and subsidiaries are spending on hiring new employees. This is very essential because the company will be able to know how much they are spending and if they are utilizing the available resources. This measures the amount spend in the recruitment process and the effectiveness of the selection process. This is essential because it enables the HR managers to know which method work best. Once the cost of hiring and employee is known, the company plan and set the budget for the next recruitment. ii) Turnover - this is the most indicator of the quality of entire recruitment and selection process in the company. If there is a high turnover of the hires, then it indicates that something is seriously wrong. Turnover can be measured using various ways, but the most used method are as follows; these are voluntary and poor quality hire rates iii) Time to Fill – this is the number days will take for the company to fill. This method might not work well in the international company because the process of hiring and relocation might consume a lot of time. However, a vacant position cost the company a lot of money and the faster it is filling, the better company is being served. iv) The quality of hire – this is an important indicator of the company’s performance. It is essential to track the performance of the new employees against the other employees. This will make simple for the management to set the performance benchmark and measure what is being achieved on certain investments. This process is also essential because it enables the company to identify employees to be developed and promoted. When the employees leave the company within their first year is a strong indicator that the hiring process was poor. In addition, it means that the company lacks motivations strategies such as rewards for the hardworking employees, career development benefits, supports and more (Armstrong & Taylor, 2014). Evaluating recruitment and selection process can sometime be challenging and time-consuming. However, knowing the effective process is very much important to the company because will help the company in future adopt the best process that’s likely to benefit the company. What are the long-term consequences of getting international recruitment and selection wrong? There are various long term effects of getting international recruitment and selection wrong in the parent and subsidiary companies. Higher human resource cost may rise as a result of the wrong recruitment process. It is very expensive to recruit and employ non-performing international employees. This is because the company will spend a lot of cash in hiring, training and supervising them. This effect is always felt in the long term run because the evaluation of performance is done after sometime. Another consequence of having poor international recruitment and selection process are that there will be a higher chances of hiring employees who are ineffective, and this will lead to poor client satisfaction. Hiring incompetent people will increase errors, poor decision-making less effective client service. This, in the long run, will negatively affect the company’s image, positioning, and even competitiveness. The company will eventually loose customers to its competitors. Finally, employees who are not a good fit for the role require more time and attention from their managers. This in the long run reduces the time for managers spending on developing the best employees are that improving the company in terms of the services offered, image the company and who are putting the company as a market leader in the market. Conclusion A range of factors normally drives recruitment and selection practices especially in the international context. These factors comprise of cultural differences between the parent and host countries, and differences in languages and, of course, legislative contexts. It is essential for the human resource managers to target the different type of international employees in their recruitment and selection efforts. This chapter proposes and explained their four-stage model that encapsulates the entire process of recruiting and selecting employees as follows; the multinationals corporations needs to select HR managers in their head so that they can design the criteria to be used in international recruitment and selection for subsidiaries. They can also conduct a thorough job analysis as a guide line to use. Secondly, the HR should design criteria that will attract the best-talented employees and lastly, the selection of the best candidates to fill the vacant post. The cost of selecting incompetent candidates to fill the position advertised can be very high for both the multinational corporation and the appointed employee. The multinational corporation should prioritize this process as a way of ensuring the success of recruitment because the need for global employees is becoming competitive References Armstrong, M & Taylor, S 2014, Armstrong's handbook of human resource management practice. Kogan Page Publishers. Boselie, P 2014, Strategic human resource management: A balanced approach. Tata McGraw-Hill Education. Dessler, G 2014, Human resource management. Pearson Higher Ed. Leekha Chhabra & Sharma, S 2014, Employer branding: strategy for improving employer attractiveness. International Journal of Organizational Analysis, 22(1), 48-60. Longley, D 2014, Identifying Critical Requirements for Successful Recruitment Practices in Wellington’s Small IT Firms. Ployhart, R. E & Weekley, J. A 2014, Recruitment and selection in global organizations. The Routledge Companion to International Human Resource Management, 155. Snell, S Morris, S & Bohlander, G 2015, Managing human resources. Cengage Learning. Taylor, S 2014, RECRUITMENT AND SELECTION. Strategic Human Resource Management: An International Perspective, 139. Zide, J Elman, B & Shahani-Denning, C 2014, LinkedIn and recruitment: how profiles differ across occupations. Employee Relations, 36(5), 583-604. Read More