Recruitment and Selection Process

The provided assignment delves into the recruitment and selection process within the higher education sector, focusing on its impact on organizational outcomes. It emphasizes the significance of communication skills, health and safety policies, and effective management practices in employee selection. The assignment draws from various research studies and articles to provide insights into the roles of medication responsibility, executive functioning, and adaptive functioning in adherence for children with perinatally acquired HIV. It also touches on collaborative practices between correctional and mental health services, social media in employee selection, and prosocially motivated employees' commitment to their organization.

EMPLOYABILITY

Table of Contents
Introduction .....................................................................................................................................1
Roles and responsibility or skill develop effective communication and partner ship in the
workplace....................................................................................................................................2
Health and safety at workplace...................................................................................................3
Strategies for career advancement..............................................................................................4
Interview questions ....................................................................................................................5
References .......................................................................................................................................6

Introduction
Employability skills palys an important role ijn providing the desired job to the person.
These are the skills which are tests by the manager of the company to hire appropriate candidate.
In this report, the main tasks are strategies for career development. Further, staff recruitment, job
evaluation, person specification aspects are discussed. Effective means of communication
methods, interpersonal relationships are assessed. Moreover, the report has included the CV and
appraisal, mentoring and appraisal issues. Present report focuses mainly on the employability
skills and career advancement strategies.
Cv
Name: Elbert
Address: 342, Lowmnans Mansion, UK
Contact no.: 4561234579086
Date of birth: 5th December, 1990
Nationality: United Kingdom
Marital status: Single
Career objective:
To work in the reputed organisation where I can apply my knowledge and utilize the skill which
will help the company to achieve their targets.
Education Qualifications:
Passed 10 from St. Methew Primary school in 2005 with 89%.
Passed 12th class from St. Wilfred Senior Secondary School with 88 % in 2007.
Done graduation from Oxford University in 2012.
Done MBA from Harvard University in 2016.
Achievements:
Gold medalist in Finance subject.
Acquired 1st position in international basketball game.
Secured 2nd position in state level vollyball touyrnament.
Acquired 2nd position in quiz game at college level.
1

Skills:
Effective communication skills, problem solver, leader, enthusiastic, flexible, adaptable.
Expert in handling and managing the challenging people.
Roles and responsibility or skill develop effective communication and partner ship in the
workplace
In order to become effective HR manager it is very necessary for the person to focus on
its communication skills. These skills help the person to become more effective leader and
influence the people. Further, fluency in speaking helps the manager to explain its views and
perception. The main role of HR manager is to recruit and select the candidates for their
organisation. So, it is very necessary for the manager to interact properly with their new
applicants and identify their area of weakness (Divan and Mason, 2016). Further, the manager
has to develop effective environment in the company which can be possible only if it can interact
more with the employees and discuss their problems and take their suggestions. Further,
communication skills help the manager to make contacts with the peoples which are directly
connected with the organisation. Further, this has helped the employees in explaining the policies
related to their health and safety, appraisal and other payment related policies. Further, effective
communication skills will help the HR manager to express their views and policies to the
employees. It also helps them to interact more with the employees and know their problems.
Furthermore, the manager has to deal with the conflicts and disputes of the company
which requires effective communication skills. This will assist them to understand the main
cause of the conflict and resolve their issues properly. Further, Problem solving skills are also
proved to beneficial for the manager as they have to find out the effective solution which can
help them in managing the peace in the company. This will also help them to interact more with
the employees which requires training and development sessions (Flint, Meyer and Klein, 2017).
Effective communication skills will assist the HR manager to deal with the staff members and
help them in solving their problems.
Partnership in the workplace plays an important role in providing success to the
company. Effective environment and coordination between employees will help them to get the
things done rapidly and accurately. They have to maintain the good relationships among each
other and cooperate with them to solve the complex tasks of the company.
2

Working in an organisation it is important to take responsibilities of work. It is not easy
to work on HR position s because there are many challenges which need to face while working a
firm. There are different skills which are required such as effective communication skill, time
management skill and interpersonal skill , presentation skill etc. It is important to present in an
effective manner work in front of others. Further it is important for to hire right candidates for
the job so that it all the goal and objectives of the firm can be accomplished.
Health and safety at workplace
Organisational health and safety regulations are concerned with the welfare of the people at
work. These laws are designed as all the employees which work in a business entity are eligible
to receive the proper safety measures. In order to implement these policies, establishment can
apply the the following procedure:
Step 1: Health and safety legislation: To implement these policies in the organisation it is must
for the employers to understand the legislation based on employees' health and safety (Garvie,
Brummel and Paul, 2017). In order to attain this, employers should read about the various acts,
regulations, codes of practice and guidance that covers all workplaces.
Step 2: Basic paperwork for health and safety: Before implementing any policy it is required to
evaluate the present situation of the entity. Thus, employers need to prepare a basic paperwork
containing all the current legislation associated with the safety of employees.
Step 3: Risk Assessment- Risk assessment is a systematic method of observing the work
operations to discover the loopholes in the control measures of the workplace. This assessment is
needed to reduce the risks associated with the safety of people who are working in the
organisation.
Step 4: Workplace Inspection- It is the most effective way of observing that either the working
environment is healthy or not. This is performed to evaluate the standards of the entity. They are
the crucial element of any safety management system as they states that either the establishment
is meeting the setted standards or not.
Step 5: Consultation with employees: It is the simplest yet most qualitative approach as in this,
the issues that are being faced by the employees related to their health and safety are identified.
3

This stage will help in appropriate development based on the requirements or workers and hence,
more reliable.
Step 6: Policy creation and implementation- Depending upon the required standards of safety for
employees, adequate policies related to the health and safety should be created. Further, the
loopholes observed in the risk assessment should be bridged to overcome the gaps.
There are several health and safety legislations available for the employees working in
different companies. These legal rules help them in receiving a standard set of entire safety
measures. These laws are as follows:
 The health and safety executive(HSE)
 Health and safety at work, etc. act 1974
 Management of health and safety at work regulations 1999
 Workplace regulation 1992
 One of the highly significant concept for satisfying as well as retaining employees within
workplace is career advancement which provides opportunities to workers for develop
their existing career. With the help of this particular process a human resource manager
able to boost up retention level of employees (Hean, 2017). The reason is that through
career advancement workforce motivated up to the greater extent in the company. It
includes wide range of the strategies and methods which are stated below:
Strategies for career advancement
Staff recruitment: Process of attracting, selecting as well as appointing appropriate candidate for
the job within the firm is known as staff recruitment. It is highly supportive strategy in order to
develop career of an employee because right candidate hired for the specific designation.
Job evaluation: A systematic method which supports to the HR manager for reviewing
performance level of an employee within workplace is considered as job evaluation. With the
help of this, manager determine that whether worker requires training or not (Heathfield, 2016).
Job specifications: The summary in which responsibilities, duties, requirements, educations,
skills, qualifications etc. for a particular job profile mentioned is identified as job specifications.
4

Through this, an interested candidate for applying job able to know that which are qualities and
education level needed.
Retention issues: It is one of the big offence in the workplace through which staff turnover and
total cost of the firm enhances. When an enterprise resolve issues due to which employees not
sustain in a company for long term able to develop their career (Shao, Cardona and Trau, 2017).
As management makes solution of the problem faced by an employee then it is one kind of
development opportunity to stay in the firm for long-term.
Mentoring: Another tactic through which career of the worker can be improved is mentoring or
guiding him. Within workplace when better mentoring is provided up to the workforce then he or
she will be able to perform well. Therefore, efficiency for work completion will be enhanced and
influence on career advancement in positive direction.
Interview questions
1. According to your opinion, which skill are required for success?
2. Do you think effective communication skill are needed for working in an organisation?
3. According to your opinion is health and safety policy is important at workplace?
5

References
Divan, A. and Mason, S., 2016. A programme-wide training framework to facilitate scientific
communication skills development amongst biological sciences Masters students. Journal
of Further and Higher Education.40(4). pp.543-567.
Flint, H., Meyer, M., Hossain, M. and Klein, M., 2017. Discussing serious news: Teaching
communication skills through role play with bereaved parents. American Journal of
Hospice and Palliative Medicine®.34(3). pp.254-257.
Garvie, P. A., Brummel, S. S., Allison, S.M., Malee, K.M., Mellins, C.A., Wilkins, M.L., Harris,
L. L., Patton, E. D., Chernoff, M. C., Rutstein, R. M. and Paul, M. E., 2017. Roles of
Medication Responsibility, Executive and Adaptive Functioning in Adherence for Children
and Adolescents With Perinatally Acquired HIV. The Pediatric Infectious Disease
Journal.36(8). pp.751-757.
Hean, S., Willumsen, E. and Ødegård, A., 2017. Collaborative practices between correctional
and mental health services in Norway: Expanding the roles and responsibility competence
domain. Journal of interprofessional care.31(1). pp.18-27.
Landers, R. N. and Schmidt, G. B., 2016. Social Media in Employee Selection and Recruitment:
Current Knowledge, Unanswered Questions, and Future Directions. In Social Media in
Employee Selection and Recruitment (pp. 343-367). Springer International Publishing.
Mohammad, J. and Nicoleta Camelia, C., 2016. Strategies To Improve The Quality Of Personnel
Recruitment And Selection In Public Administration.Management Strategies
Journal.31(1). pp.219-226.
Shao, B., Cardona, P., Ng, I. and Trau, R. N., 2017. Are prosocially motivated employees more
committed to their organization? The roles of supervisors’ prosocial motivation and
perceived corporate social responsibility. Asia Pacific Journal of Management. pp.1-24.
Yaseen, A., 2016. Recruitment and selection process of higher education sector and its impact on
organizational outcomes. International Journal of Human Resource Studies.5(4). pp.79-
94.
6

Yildiz, A. K., 2017. Effective communication skills to manage the library: relations between
managers and librarians. Qualitative and Quantitative Methods in Libraries.1(2). pp.141-
153.
Online
Heathfield, S. M., 2016. 5 Tips to Improve Your Career Development. [Online]. Available
through: <https://www.thebalance.com/improving-career-development-4058289> [Accessed on
29th August 2017].
7