Recruitment and selection

Theoretical basis recruitment and selection methods: internal or external recruitment, job resume, job interview. Recruitment process design and development. Evaluation of methods of recruitment and selection on example of "Procter and Gamble".
Краткое сожержание материала:

Размещено на

Размещено на

Ministry of education and science of the Republic of Kazakhstan

University of internayional business

Chair “Management”

Term paper

discipline «Personnel management»

on a theme: «Recruitment and selection»

Made by:

4 course student

434 group management

Agisheva Dilyara

Almaty 2011

Contents

recruitment selection interview

Introduction

Chapter 1. Theoretical basis recruitment and selection methods

1.1 Internal or external recruitment

1.2 Job resume

1.3 Job interview

1.4 Recruitment process design and development

Chapter 2. Evaluation of methods of recruitment and selection on example of “Procter and Gamble” LLC

2.1 Procter and Gamble, job areas and job descriptions

2.2 Procter & Gamble application process

Conclusion

List of used literature

Introduction

The Recruitment and Selection Process is one of the basic HR Processes. Recruitment and Selection is very sensitive as many managers have a need to hire a new employee and this process is always under a strict monitoring from their side. The Recruitment and Selection Process must be simple and must be robust enough to operate excellently in the moment of the insufficient number of candidates on the job market and the process must be also able to process a large number of candidates within given time limit. The clearly defined Recruitment and Selection Process is a key to the success of any Human Resources Department.

The Recruitment and Selection Process has several critical points. The Recruitment and Selection Process is very sensible to the changes in the internal organization of the company and to the changes on the external job market.

The whole Recruitment and Selection Process must meet several criteria:

The process must be easy to understand for the target audience of the Recruitment and Selection Process. The process is not created for employees of HRM, the process is developed mainly for the managers in the organization. The managers are the most important clients of the Recruitment and Selection Process, HRM has to follow the standard defined in the Recruitment and Selection Process. HRM cannot afford to draw the nice process maps and document flows in the organization and not to follow them. When HRM does not follow the rules defined, then HRM cannot expect the managers to define such a process.

HRM must be able to get a buy-in from the managers in the organization to use standards defined and to keep the process consistent. For example the graph illustrates one of the most common mistakes in the Recruitment and Selection Process. The HRM starts to fill the vacancy without a clear agreement about the profile and job content of the vacancy to be filled. This mistake takes a long time to correct and the whole cycle time of the recruitment gets too long and produces a confusion among all the participants in the process.

The Recruitment Strategy is a complete mix of the recruitment processes, targets to hire and approach to hire the best talents. The Recruitment Strategy is a document to define the approaches and to get the best talents from the job market. The recruitment strategy has to be connected fully with other strategic HR documents to provide the rest of the organization with a clear picture about the HRM approach to the issue.

Sometimes the Recruitment Strategy helps to face the issue of the organization and Human Resources - this is many times a case of the older population in the organization and how to get the young potential into the organization.

The recruitment strategy defines the following approaches:

- the target group of the recruitment

- how the target group will be approached

- the recruitment sources to be used

- the recruitment processes to be used to serve the load

The recruitment strategy can also define some special programs to get the best potential candidates to the company and to attract them to be employed with the organization. The recruitment strategy cannot define the general goals as "Being the employer of choice". The strategy should define the clear actions and steps to be the real employer of choice to keep the attraction of the target audience.

The recruitment strategy has to main sources of the information. The recruitment strategy has to be based on the organizational scan inside the organization and the market research. The recruitment strategy has to target the reachable goals and it cannot be focused on attracting the candidates, who are not available on the market. In case of lack of resources on the market, the Recruitment Strategy has to define another way to grow the potential inside the organization.

Chapter 1. Theoretical basis recruitment and selection methods

1.1 Internal or External recruitment

The Internal Recruitment is the most favorite source of candidates in the stable and developed companies. The Internal Recruitmentneeds a strong support from other HR Processes, because the unmanaged internal recruitment process can lead to disappointed managers and employees in the organization. The Succession Planning and strong and consistent Performance Management are needed to ensure the success of the internal recruitment.

The internal recruitment can offer the chance to change the job position to anyone in the organization, but the efficient internal recruitment process needs a strong help from other processes to provide managers with the additional information to work with. In case of the unknown additional information, the internal recruitment process can not offer much of the value added. The internal job candidate should be known to the organization and the HRM Function should provide the hiring manager with the information about the background information.

The internal recruitment process has to be driven by strict and agreed HR Rules and HR Policies as the unclear rules for the process can bring a lot of tension inside the organization as the best employees can be easily stolen among different units and different managers. This issue looks pretty simple to solve, but the reality can bring difficult issues and conflicts among the management team and can affect the performance of the organization hardly.

Successful Internal Recruitment

The Internal Recruitment is one of the basic HR Processes required by the employees and managers. For the employees, the Internal Recruitment process can offer more career opportunities inside the organization and for the managers can offer a delivery of skilled and oriented employees for their vacancies.

In case, the Internal Recruitment Process is well managed by the HRM Function, it can offer many opportunities for both sides of the clients of the process and can improve the overall satisfaction with the services provided by HRM Function.

The Internal Recruitment Process also brings a huge workload to the HRM Function as all the candidates for the positions have to be managed and communicated with clear and strict Roles and Responsibilities in the Internal Recruitment Process.

Internal Recruitment Process

The implementation of the Internal Recruitment Process is easy and can be seen as a quick win. The most important part of the process is to define clearly the conditions for the Internal Recruitment.

Many employees can change themselves into tourists inside the organization and they can benefit from unclearly set rules for the Internal Recruitment Process.

The HRM Function has to define the following rules.

The Internal Recruitment Process Pitfalls

The Internal Recruitment Process is about clearly set communication channels and Roles and Responsibilities in the process.

The HRM Function has to agree the rules for the process and has to stick to these rules. The break of the rules will always be seen as an unfair game from the HRM side and it will be returned in the final evaluation of the performance of Human Resources.

In many cases, the strict communication is very hard, but the HRM Function has to demonstrate its role in the corporate culture. The only strict definition of roles and responsibilities can help.

HRM Role at Job Interview

The job interview is not just about the selection of the best candidate for the vacancy in the organization. The role of the HRM Function during job interviews is to keep the alignment of the candidates with the corporate culture and overall recruitment strategy of the organization.

The HR Recruiter has to know all the details about the corporate culture and the HR Recruiter is the person to test the fit between the candidate and the conditions inside the organization. The HR Recr...