Importance of Good Recruitment, Selection & Induction Process - Research Paper Example

Abstract The process of recruitment, selection and induction requires looking at different aspect and is a complex job which can have an impact on the overall performance of the business. It becomes imperative that organizations look at working on the different dimensions and designing the process in such a manner that it will help to select the best talent and maximize the overall gains that the business looks to achieve. This helps to reduce the level of risk and maximizes the overall opportunities as it provides the required directives based on which business outcome can be improved. Using correct methods and strategies to find out the manner in which business is able to find out the correct manpower will determine the long term strength of the organization. The different imperatives which the organization requires thereby needs to be addressed and a proper mechanism which looks at selecting the correct and prospective candidate thereby has to be decided and looked at. This will help to formulate appropriate strategies and will provide long term return for the business Table of Contents Introduction 3 Background 4 Importance of Good Recruitment, Selection & Induction Process 5 The Importance of Fairness 6 Human Resource Planning 8 Labour Market & Labour Force 9 Imperatives of the Recruitment, Selection & Induction Process 11 Conclusion 16 References 17 Introduction Organizations based on their different needs and demands stresses on different facets of the recruitment, selection and induction process so that selection of the manpower is based on appropriate grounds. This helps to reduce the level of risk and maximizes the overall opportunities as it provides the required directives based on which business outcome can be improved. Using correct methods and strategies to find out the manner in which business is able to find out the correct manpower will determine the long term strength of the organization. Since, line managers have to undertake the role of recruiting, selecting and inducting people so special care and emphasis need to be laid on the different aspect so that correct people is selected. This will help the organization to plan for the future and will reduce the chances of a financial loss as the business will be better managed through the use of different resources. The process thereby requires that a proper interaction between the human resource manager and line manager is developed so that hiring the correct manpower becomes possible. In addition to it determining the appropriate mechanism which will help to support the development of the business and will help to fill the different gaps will ensure better productivity. This would lead towards ensuring that the business is well placed and will highlight the manner in which relying and stressing on the different areas would lead towards development of the business. This paper looks towards stressing on the different aspect of selection, recruitment and induction process which will help to strengthen the position for selection a candidate. The paper would focus on creating a strong argument for having a strong recruitment, selection and induction process based on different determinants so that resources are used in the best possible manner. This will help to develop the overall momentum through which the business will be able to develop better strategies and will be able to identify the different future needs in a better way. Background This paper would present the different argument both in favour and against the use of recruitment, selection and induction process so that important mechanism can be developed through which business fundamentals can be improved. The first paper which was also drawn on the same line and evaluated the manner in which organizations tends to develop their recruitment, selection and induction process so that different aspect associated with hiring of the candidate is looked at. The process will help to provide effectiveness and will help to understand the different facets through which recruitment, selection and induction process needs to be developed. Recruitment is a process which aims at identifying the skills of the employees so that a proper fit between the needs of the employees and the skills of the employees can be ensured. The process looks at finding out the most prospective candidate and looks to evaluate the different phenomenon and aspect through which different dimensions associated with recruitment, selection and induction process can be carried out. The induction process on the other hand looks to provide the employees information about the organization, its culture and other aspect so that the selected candidate is able to understand the present environment within the organization. The process looks towards having more interfaces between the employees and making the new person who has been selected to be more comfortable with the working environment (Ryan & Schmitt, 2003). The overall impetus is thereby to develop a mechanism which will help the organization to carry out the needful process in the effective manner and will even require having more and more different parameters which can be defined so that employees can be selected based on it. This paper focuses on developing an argument both in favour and against the process of having a recruitment, selection and induction process so that the different resources are used positively and the same gets reflected in the working culture. This will help to bring about a change in the outlook of business and help to focus on areas which are of prime importance. Importance of Good Recruitment, Selection & Induction Process Recruiting the incorrect manpower can lead towards serious issues for the business as it could lead towards an increase labour turnover, increased cost for the business with regard to employees planning and reduction of the morale of the employees who are presently part of the organization due to incorrect manpower planning. This would make the employees who are part of the organization to be discontented as they won’t be able to work in the same intensity and will be looking for leaving the job either voluntarily or involuntarily when the situation unfolds thereby having an even bigger impact on the performance of the business. This would thereby reduce the flexibility and commitment which organization looks forward and would impact the daily activity of the business. Managers and supervisors as a result will have to carry out the same process of recruitment, selection and induction again. This could again create the same issues and thereby it is important that at the first place a systematic process which helps to access the roles of people being hired correctly and matching the same with their skills and job requirements is a must as it will help to deal with the gap which the situation presents and will ensure that the correct and the best person is selected for the job. The recruitment system which should be followed should be simple and straightforward and should follow the required number of steps so that selecting the correct personnel becomes easy. The process should not be complicated and should be directed towards in such a manner that it helps to attract the best of talent and provides an opportunity through which the overall mechanism of selection improves. The process should thereby look to have the following qualities and features Efficient: The method which is sued is the different phases should be simple and cost effective so that it helps to hire the appropriate manpower at the lowest possible cost thereby helping the method to be efficient and multiplies the business gains Effective: The process should look at having the best manpower selected and should be such that the selected manpower should fit with the cultural and other requirements of the organization so that the business outcomes are monitored and carried out in the correct manner Fairness: Complete fairness should be ensured and the process should not be biased towards anyone or any caste. The decision to select the candidate should be done on merit and should not be influenced by any other factor The Importance of Fairness The employer has the legal responsibility to ensure that the recruitment and selection process is carried out fairly and no undue advantage has been given to anyone. Merit has been the criteria which have been used for selection and the person has not been influenced by any other factor apart from it. The employer has to look towards ensuring that no unlawful discrimination has taken placed based on sex, caste, creed, colour, race, religion or belief. The UK government since 2006 has also provided a legislation which prohibits discrimination on ground of age and requires all people to be treated equally while undergoing the process of recruitment. In addition to it equal opportunity is another important component of the selection process and the employer has to provide the same. In case there are differences then the employer has to make arrangement for the required training so that the gap gets filled which will provide the additional support that the under-represented groups require. For example assistance to people who don’t have English as their major language and this needs to be carried out at the pre-application process so that the application doesn’t gets rejected based on it. Job advertisements can also help in the same regard as the employer can use it to encourage application from under-represented groups so that they don’t feel left out from the process of being selected in the organization. The process of recruitment further has to be carried out on ethical grounds and equal opportunities need to be provided to all. There should be no partiality towards anyone and the discrimination between different candidates based on anything should be avoided. The process of recruitment should be further that it looks towards having a process which is fair and doesn’t look to undermine or degrade someone applying for the job. The overall mechanism has to be shaped and developed based on the different aspect and principle which looks at maximizing the different gains and ensures that the recruitment process is carried out in the best way. Having a proper code of conduct and manner in which the process of recruitment is carried out will help to spread good awareness and improve the brand image as it will make organizations understand the manner in which different relevant factors which when considered will bring about a complete change in the recruitment process. This will help to ensure that all things are carried out on ethical grounds and no sort of discrimination or partiality takes place. Apart from the employer employees and their representatives will also look towards garnering information regarding the manner in which the organization is acting fair and having non-discriminatory policies being framed in the selection process and would like to review it from time to time so that the changes which has been made can be encountered with. The Sex Discrimination Act 1975, the Race Relations Act 1976 and the Disability Discrimination Act 1995 are some of the legislation which is binding on the employer and determines the manner in which the employer has to act so that corrective decisions are taken which will help the recruitment process to be carried out in the correct manner. In addition to it the employers should be aware of the fact that people with disability should not be differentiated as it would lead towards serious issues for the business. The Disability Discrimination Act of 1995 states that people with disability should not be differentiated while selecting people but instead the employer has to make necessary arrangements by man\king reasonable adjustments in the working environment so that the person with disability is able to work in a fair manner. The employer thereby has to act fairly in the entire process as it could even lead towards closure of the business and is as aspect of the business which cannot be avoided. This would lead towards serious issues and would land the employer in difficulties which needs to be properly addressed and dealt with so that the mechanism of selecting the employees is based on proper areas. This will help to improve the overall directives through which selection is carried out and will help to improve the process of ensuring that people are selected based on correct grounds. Being fair will also help to attract and retain new talent as it will provide a framework through which the overall business process will be better controlled and will provide the required dimensions through which the level of risk will reduce. This will help to improve the brand image and reduce the level of employee turnover within the organization. Human Resource Planning The process of recruitment, selection and induction requires that the recruiter keeps abreast with the changing labour market so that they are able to understand the changes the labour market is undergoing. This will ensure that the focus doesn’t remains isolated towards selecting employees from a small pool of labour and will provide a big market for selecting the appropriate candidate. Shortage is supply of skilled labours might occur unexpectedly which needs to be dealt with by having a flexible recruitment process so that the selection of people is carried out on appropriate grounds. Organizations thereby has to look at having appropriate strategies which looks to match the labour supply with the labour demand on different aspect like skills, experience, knowledge and so on. This helps to manage the work force effectively and acts as a guide through which selection of personnel becomes better and clear. Carrying out an audit process which is aimed towards analyzing the skills of the employees will help to understand the skill strength of the organization and will help to foster a process which will help to fulfil the future requirements of employees thereby strengthening the manner in which the organization looks to carry out its different functions. The human resource plan for the organization needs to straight forward and not complicated so that it provides an opportunity for the managers to execute them in an appropriate manner. This will reduce wastage and improve the efficiency through which the recruitment, selection and induction process is carried out. The management has to act responsibly and look towards developing the required human resource plan which needs to be further supported by the top management so that implementation of the same becomes easy. While looking to implement the human resource policies it is important that the trade unions are consulted and based on it the future direction and manner to act is decided. The process of human resource planning will be strengthened by having complete knowledge about the current employees, employees’ turnover and labour market. This will help to understand both the internal and external environment in relation to labour and will help to formulate strategies based on it which will thereby improve the effectiveness of drafting a proper human resource policy. Working on the different dimensions and integrating them together while looking to select employees will help to bring about a complete change in the outlook and manner in which employees are selected and will thereby help to ensure that the organization is able to select the correct manpower. Labour Market & Labour Force The continuous change in the labour market requires that organizations adapt to the changing environment by having strategies which is aimed at recruitment and retention of employees who are short in supply so that the different business activities can be carried out effectively. Providing training and development opportunities act as an important weapon which helps to protect employees from leaving the organization and shapes the future path through which the business performance is monitored and examined. There are a lot of different job centres and government assistance booth which can help the organization in this matter and bring about a complete change in the manner different business decisions are taken so that effective workforce handling can be ensured. In case the policy of recruitment doesn’t help to find out the prospective candidate for the job then consideration has to be given towards redesigning the job by making it a more attractive prospect and highlighting the different tasks, and self management approaches which the job will bring. This will help to look for the prospective candidate easily and will provide the required framework for selecting the correct talent. Employer can achieve the same within the work culture by having a proper balance between work and life and providing more flexible working hours so that the entire culture gets shaped accordingly and thereby provides an opportunity through which people look towards working for the organization. The different rules which have been framed provide young and disable person with an opportunity to have flexible working hours which looks at job-sharing, part-time working, flexi-time, working from home/tele-working and school time contracts so that proper working can be achieved. It is the job of the employer to ensure that the same exist and is present to the person for effective working. The different variations which the working style will present will help to open different opportunities which would otherwise might not have been present and will thereby help to attract different people who otherwise would not have looked to work. Being innovative and looking towards developing the working culture in such a manner that it looks at the different functionalities and inculcating those in the process of carrying out different activities will help to strengthen the overall process of recruiting and selecting employees and will thereby act as an important check through which better selection of employees would become possible. This is matched by the fact that the balance which is present in the workforce is continuously changing and women, young people and even aged person are finding a change in the workforce constituent. Organizations need to be aware about it and has to develop and direct policies which are supportive of the same so that no differences exist and the present strategy which is used for hiring employees is successfully carried out. The process has thereby to look to include different dimensions and should be shaped towards shaping the performance of the organization so that it helps the business to successfully select the required workforce. Imperatives of the Recruitment, Selection & Induction Process Organizations while looking to carry out the business function has to ensure that the recruitment process which is followed matches the needs and requirements of the organization. This will require working on different areas and looking to invite maximum applications from different by having proper job advertisements so that a large amount of people can be looked at (Arnold, 2005). The process should be such that while looking to recruit people maximum number of people is invited and the process should be such that it looks at employing strategies through which better opportunities of selecting the candidate can be ensured. This has to be matched by the different recruitment process and needs to analyze the different skills of the candidate with the needs of the organization so that the process looks at selecting the best candidate. This has to be a measure where the nature of the job is properly identified and the business is able to develop appropriate strategies so that the overall long term prospect of selecting the candidate improves. Job Description/Job Specification: The job needs and requirements have to be clearly identified and should be printed so that candidates have a look at it and matches the same with their ability before applying for the job. Having a clear description regarding the educational qualification which the candidate needs to possess for applying for the job. This has to be matched by a complete description of the past experience which is essential for applying for the job. The description regarding the above points have to be clearly mentioned in the advertisement circulars so that the candidates are able to understand the different requirements and can match those with his own (Pulakos & Schmitt, 2005). This will ensure that people having the required educational qualification and experience applies and will help to save time of screening the candidates who don’t have the required qualification which the job requires Person Specification: Organization need to draw up the person specification as it helps to search the type of person which will be required for carrying out the required job based on the skills which the organization needs to demonstrate. Having proper analysis of the job and providing complete description regarding the job will help both the organization and the candidates. The candidates based on it will be able to understand the different job requirements and will be able to match those with his skills (Miles, 2002). The organization will be in a place where they will be able to analyze the different factors which will act as a starting point in selecting the different candidates and the manner in which selection or rejection of the candidate will take place. This will help to improve the process of recruitment as the method will help to select the correct and prospective candidate and will guide the management in being able to develop appropriate strategies for fulfilling the future manpower needs. This has to be matched by the fact that any unnecessary descriptions are being avoided so that it doesn’t discriminate between the different employees and provides everyone an opportunity to be selected for the same job. The main purpose of having job description and person specification is to remove the discrimination which is present and to ensure that a policy of equal recruitment, selection and induction is being implemented within the organization. For example, a clause which highlights the place of work for the selected candidates should be avoided until it is absolute necessary as it creates discrimination as people who stay with families and are committed to it will refrain from applying for the job thereby creating differences among different individuals. The mechanism also helps to ensure that the systematic selection and interview process is thereby carried out effectively and provides an opportunity to ensure that it bias free thereby helping to maximize the overall gains and ensuring that the process is fair and carried out on equal grounds for all. Pay: Important consideration has to be given to the pay scale which will be provided to the employee who is selected. Organizations while looking to determine the pay has to look into factors like pay scale, grades, negotiated arrangements, supply of employees, shortage of employees with the required skills, government regulations with regard to the pay, the trade union demands with regard to the pay, equal pay for all and ensuring that no discrimination is present due to pay structure (Hicks & Andrew, 2005). This has to be matched by the fact that a formal process which states the increments for employees should be developed on fair grounds so that the process leads towards removing the differences and is developed and grown on the grounds that all employees will be treated equally and will be provided an opportunity to be paid equally. The employer has to ensure that the different needs of the minimum wage pay has been looked at and the compensation of employees has been decided after looking into the different dimensions associated with it. Advertisement: The advertising should be drafted in such a manner that it looks to attract employee for the job. The job circular or the advertisement also need to have clear description regarding the other skills like communication skills, negotiation skills, motivational skills, and other skills which are essential for the job (Dipboye, 2002). The advertisement circular should be descriptive regarding it and should make the candidate understand the job requirements and the additional skills which will be required for achieving those. This will help to reduce the risk and will provide a framework through which correct selection of personnel becomes possible. The organization has to further ensure that maximum candidates apply for the different job positions which will require that advertisements are provided in leading circulars and journals. Further the advertisement should reach to a maximum number of people and should be able to ensure that maximum people respond in a positive manner. The organization has to be circumvent in choosing the different newspaper and other media so that the budget which is spent on inviting application from different people fetches maximum response and provides maximum advantage so that more and more people can be recruited. Application Forms: This is an important tool and the first contact of the candidate with the employment process as it provides useful information about the candidate which acts as a benchmark based on which the selection of the personnel is carried out. The form should be designed in such a manner that it is realistic and straight forward so that the candidates can fill those easily and provide maximum information about themselves which the organization s seeking for (Boam and Sparrow, 2002). The form should also be filled in such a manner that the it provides useful information but at the same time should not be complicated or highlight the unnecessary things so that it becomes pleasant and helps the user to understand and garner different important information which they are looking for. Selecting the best candidate: This step looks at selecting the prospective candidate from the list of different candidates which have been identified by the organization (Thompson & McHugh, 2009). Special care and emphasis needs to be given in hiring the correct candidate as the process would lead towards selecting the candidate and improper selection could be fatal for the organization. The process of selection has to be further shaped and transformed in a manner that it brings forward the different skills of the candidates, helps to understand their experiences and provides other details which will act as a vital point in selecting and recruiting the personnel. The process would lead towards multiplying the overall gains as having a proper selection process which looks at different aspects and facets of the employees and the organization will ensure a better match and will help the organization in selecting the correct candidate. The process of selection further has to be carried out on ethical grounds and equal opportunities need to be provided to all. There should be no partiality towards anyone and the discrimination between different candidates based on anything should be avoided. The process of selection should be further that it looks towards having a process which is fair and doesn’t look to undermine or degrade someone applying for the job. The overall mechanism has to be shaped and developed based on the different aspect and principle which looks at maximizing the different gains and ensures that the recruitment process is carried out in the best way. Having a proper code of conduct and manner in which the process of recruitment is carried out will help to spread good awareness and improve the brand image as it will make organizations understand the manner in which different relevant factors which when considered will bring about a complete change in the recruitment process. This will help to ensure that all things are carried out on ethical grounds and no sort of discrimination or partiality takes place Induction Timetable: The process should be such that it familiarizes the employee with the organization and provides the different directives based on which the future will be decided. This will help the candidate to be better shaped and will also have a bearing on the fact that the candidate will be calmer and will be able to adjust to the different needs and requirements of the business (Byham, 2001). The process will shape towards improving the overall effectiveness and will multiply the directives as having a properly developed induction process will motivate the candidate and will increase the level of commitment as the manner in which different activities are carried out will change. This will help to stress on the different aspect and facets through which the employee is able to understand his role within the organization and will be able to determine the different dynamics based on which the long term future and prospect of the candidate and the organization will depend. Monitoring Effectiveness: The entire process of recruitment and selection and induction needs to be monitored and timely changes have to be made so that effectiveness is gained. If in any case the process fails to achieve the desired results then changes have to be made so that the overall dimension which looks at selecting the correct talent is better developed. Monitoring will help to look into different issue and will help to fix them as well thereby helping to ensure that the process is carried out in the most effective manner. This will also help to maximize the overall gains and will act as a point through which the performance will be shaped up and the organization will be placed to carry out the different activities in a better manner which is coordinated and supportive. This will reduce wastage and reduce the overall risk which will help to have the best candidate for different positions and will bring about the required flexibility that the organization is looking for. Conclusion The process of recruitment, selection and induction thereby requires looking at different aspect and is a complex job which can have an impact on the overall performance of the business. It becomes imperative that organizations look at working on the different dimensions and designing the process in such a manner that it will help to select the best talent and maximize the overall gains that the business looks to achieve. This helps to reduce the level of risk and maximizes the overall opportunities as it provides the required directives based on which business outcome can be improved. Using correct methods and strategies to find out the manner in which business is able to find out the correct manpower will determine the long term strength of the organization. The different imperatives which the organization requires thereby needs to be addressed and a proper mechanism which looks at selecting the correct and prospective candidate thereby has to be decided and looked at. This will help to formulate appropriate strategies and will provide long term return for the business. References Arnold, J. (2005). Work Psychology: Understanding human behaviour in the workplace 4th ed. Harlow: FT Prentice Hall. Byham, W. (2001). The assessment center method and methodology: New applications and technologies (Monograph VII). Pittsburgh, PA: Development Dimensions International Boam, R. and Sparrow, P. (2002). Contemporary Human Resource Management. Text and Cases. New Jersey and Harlow: Pearson Education Dipboye, R. (2002). Selection interviews: Process perspectives. Human Resource Selection (3rd ed.). Orlando, FL: Dryden Press Hicks, R. & Andrew, J. (2005). Developing teamwork skills inside and outside the classroom”, Social science monograph, Volume 1 Miles, S. (2002). Overcoming resource barriers: the challenge of implementing inclusive education in rural areas. Enabling education network Pulakos, E. & Schmitt, N. (2005). Experience-based and situational interview questions: Studies of validity. Personnel Psychology, 48, 289–308 Ryan, A. & Schmit, M. (2003). Assessing organizational fit in employee selection. Paper presented at the 8th Annual Conference of the Society for Industrial & Organizational Psychology, San Francisco, CA Thompson, P. and McHugh, D. (2009). Work Organisations: A critical approach, 4th ed. Basingstoke: Palgrave Macmillan Read More