This presentation discusses the process of recruitment and selection, focusing on the case of HiTech International. It explores different approaches used in the method and provides alternative techniques for low-cost recruitment. The presentation also emphasizes the importance of analyzing the pros and cons of each technique before making a decision.
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Recruitment and Selection
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INTRODUCTION The process of recruitment includes identifying the present and future staffing needs of the organisation for every department, advertising for the job profile to attract prospect applicants, selecting the desired person formthepoolofcandidatesaccordingtotherequiredknowledge, qualifications, skills and talents as well as experience. As stated byRees and Rumbles (2010), it is a lengthy process involving time and money for the company which can occur on a regular basis if proper retaining methods are not applied. There are various methods involved in this process which can benefit the company is implemented or replaced.
CRITICAL ANALYSIS HiTech International is a California based company which having one of its headquarters near London.It is one the fastest growing IT based companies which provides employment to more than 30000 people all over the world and around 2500 in the London itself. One of the special features of the company is that it provides solutions for hardware and software problems to the corporate clients to enable them to use the internet extensively along with other functions such as providing equipments, packages to fulfil desired needs and after sales services.
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Continue... According toTaylor (2014), recruitment is a process of hiring the right applicants for the right job. The process involves attracting, selecting and appointing appropriate applicants for the job through various sources. The companycanusevarioussourcesavailableinthemarketforthe recruitment process which involves internal and external recruitment. The methods of internal recruitment are: Promotion
Continue... As stated byMcGraw (2011), the internal method of recruitment involves the methods which helps in promoting better performance and increases efficiency in employees. This can prove to be one of the best methods if the company does not desire to spend too much amount and time onrecruitment and selection process. A few approaches which can be used by HiTech International for low cost recruitment are: Promotions-The method of promotion is one the main techniques adopted by the internal recruitment process. It involves upgradingexisting employee to a higher job position or higher pay grade or both. This can involve providing more responsibilities, facilities, status, incentives, etc. This involves employees with required skills and training to perform tasks for that job position. This technique creates a sense of loyalty in employees towards the company as well as motivation for other employees to perform better to acquire such results. These activities provide a proof for other staff members for getting appropriate results and appreciation for the hard work.
Continue... This approach of internal recruitment is one of the best techniques which can be used by HiTech International to fulfilvacant job positions by incurring minimum cost and time. The company should investintheabovetechniquestoacquireemployeesforits expansion. Themethodofrecommendationcanbeadoptedtousethe minimum resources and obtain desired results. On the other hand, transferring process will help to train newly appointed staff to get accustomed and familiar with job profile and work culture.
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Continue... The factors to be considered while using this approach for HiTech International are: âž²The company is required to identify the talent in the market and evaluate if it is worth all the cost and time needs to be invested in the process. âž²The offers created for the job position should be framed according to the budget of the company but the rates prevailing in the market also needs to be analysed and justified in the package.
Continue... The recruitment and selection techniques are curcial for HiTec company. As it help human resource manager to select the potential employees for the organisation. There are many sources which can be used by manger to recruit the employees while using the external recruitment approaches. According to Absar, (2012), the external recruitment generates potential and qualified candidates though the external source of employment. This givesanopportunitytoorganisationtoselecttheemployeesfrom different areas with new ideas.
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Continue... The manager of HiTec should offer an work experience placement to students so that they can begin with the internal training process. Through this the students will able to update with the technology and it can be possible to bring the new ideas from them to order to achieve the business objectives. The company need to use proper resources so that candidates can get the best opportunityfordoingtheirworkandtheycanreceivethegoodwork experience once they are graduate. According to McGraw, (2011), the manager who have selected the students fromgraduatesthencompanyneedstoorganisemanyactivitieslike networking events, client exposure etc. Through this it will be beneficial for the organisation to gain the competitive advantage and satisfy the more needs of customers. The manager should ensure that right people with the proper skills have been recruited for the roles in the organisation.
Continue... The company needs to develop a website for the customers as well as clients as follows: The presentation of the website page needs to be so that it attracts people towards its career section. It needs to attract and convince people about the advantage and desirability of working in the organisation of HiTech. The website should involve videos and pictures related to the working environment and culture in the company which would capture the attention of the candidate. According toCabellero and Walker (2010), the process of applying for the job through online media should me made easy and direct for the applicants as a complex process can create distraction and cause of preventing an appropriate candidate from applying.
Continue... The company involved in IT business of providing software and hardware solutions can use the method of recruiting through providing opportunity of internship to the candidates. This can be done as: As perFurtmueller, Wilderom and Tate (2011), the internship programmes for the students can help the firm to identify the appropriate candidates for the jobs. This method includes providing on the job training and guiding process which enables the inters to learn and develop the skills for the required job. As the company is already involved in the small scale graduate training programme it will help to enhance the same with the implementation of the internship method. After being trained on the job for a period of time the candidates become familiar and acquainted with the work environment. This makes them more eligible for being selected in the company.
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Continue... The process of transferring the employees to other location for a limited period of time for the purpose of training and supervising the staff is termed as secondment. It impacts can be seen as: This involves placing the employees from a established branch office to a new branch. According toAsiedu-Appiah Aduse-Poku and Abeeku-Bamfo (2013), it will create a comfortable and settled work environment for new recruited people. HiTech International planning to expand in new locations need familiar employees to setup the working of the new branch as well as guide and supervise the new employees. This enables the company to operate and expand with minimum cost and improve employer brand for the firm. It fulfils the immediate requirement and shortage of skills in the new place and helps to adapt the rules and working policies for a business in the region.
Continue... In the process of personal linkage whole decision of selection is depends upon the interviewers that the candidate is suitable for the job or not, whether they liked or disliked the candidate behaviour and approach. According to the interview skills the interviewer rate them or grade them according to the skills or on the basis performance and knowledge. If the candidate performed as required, then the further selection process takes place but if not, then the candidate is rejected in the initial phase only to reduce the competition (Recruitment and selection,2014).
Conclusion In the above report, the process of recruitment and selection is discussed with different approaches used in the method. To explain these an example of IT company HiTech International is taken and the methods used by the company to employee new candidates in the process of expansion are focused on. The present method proving to be unsatisfactory, the alternative approaches as described needs to be adopted by the business firm in order to fulfil the staffing needs using low cost methods. The company needs to analyse the given pros and cons for every technique and thereafter, select the appropriate technique or a set of techniques.
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References Rees, G. and Rumbles, S., 2010.Recruitment and selection. Managing and Developing People. Pp 169-190. Taylor, S., 2014.Recruitment and selection. Strategic Human Resource Management: An International Perspective.10(6). pp 139-14. Chaneta, I., 2014.Recruitment and Selection. International Journal of Management, IT and Engineering.4(2). p 289. McGraw, P., 2011.Recruitment and selection. Australian Master Human Resource Guide. Pp 217-234. hackleton, V., 2015.Recruitment and Selection. Elements of Applied Psychology. P 153. Keep, E. and James, S., 2010.Recruitment and selection–the great neglected topic. SKOPE Research Paper. 88. Henry, O. and Temtime, Z., 2010.Recruitment and selection practices in SMEs: Empirical evidence from a developing country perspective.Advances in Management.