Human Resource Management: Selection and Recruitment Process

Running Head: HUMAN RESOURCE MANAGEMENT
1
Human Resource Management
Name
Institution Affiliation
Date

HUMAN RESOURCE MANAGEMENT 2
Human Resource Management
Introduction
Human resource management refers to official systems enhanced in an organization to help in
management of people. Human resource manager is the leader in charge of the department with
various roles among them selection and recruitment of employees and enhancing their wellbeing
while at workplace. Selection and recruitment refers to a process of identifying applicants of
specific job opportunities, testing their skills by use of quizzes or interviews to enable select who
is to be hired. Different organizations use different methods of recruitment processes depending
on the type of job requirements, industrial sector, objectives, goals and rules of the organization.
Selection and recruitment process of new employees in to an organization is important as it
ensures only the qualified are hired, this is important to enhance organizational growth and
development. Though there are various techniques used while carrying out the process, some are
curbed by many challenges that at times affect the credibility of the process. Example, while
using interview method, language barrier is a major challenge that affect the main procedures.
This can result to misunderstandings between the interviewee and the interviewer and can be
solved by ensuring both parties share a common official language to help them understand each
other through out the process.
In this case, Batelco Telecommunications Company is the case study to be used in analyzing
selection and recruitment process of employees. As a principal and main influential
telecommunication company in Bahrain, it has a large base of employees who are well skilled to
ensure the company remains as one of the favorites in the country. Selection and recruitment of
employees in to the company involves ‘passing the psycho metric tests and technical interview’,
a process carried out by the human resource department encompassing skilled individuals who
are also part of the leadership team (Saleh, 2012).
Question 1 Discussion (Answers)
Part 1
Recruitment is a practical process of human resource management in an organization that
includes identifying employment candidates for specific job opportunities, selecting and testing
their skills qualification to know who to hire. A well strategized process enhances use of the best
methods to help reach the applicants. This includes advertising the position and stating the

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required skills, gender if any specification is required and age. There are various methods of
advertising or rather reaching the applicant that includes use of newspapers and magazines, use
of broadcasting channels both television and radios. This should be done for a good duration of
time to ensure all the applicants get the message to evaluate their chances. The human resource
should also ensure that the list of qualifications given is in simple and official language for easy
understanding, use of unofficial and complicated language results to biasness of information
given (Chehade & Hajjar, 2016).
High number of applicants should be engaged so that no skilled applicant is left out of the
recruitment process. This gives the human resource manager and the team concerned to have a
wide range of options of who to select depending on their qualifications. If the number of
applicants is low, the number of selected applicants will also be low making it hard for the team
to compare their level of qualifications. To ensure this, the method of advertisement used should
be one covering a wider region to enable reaching a high number of potential employees who are
interested. This can be a broadcasting station that is available in all regions, use of posters at
every corner of the region, use of face to face delivery of posters to interested parties in all
regions.
Incentives and motivation of the applicants. This refers to activities done by the human resource
manager in charge of the recruitment process to attract skilled applicants (Ekuma, 2012). This
includes incentives like providing their means of transport to the recruitment center and back or
reimburse their transport cash that they have used. This will enable those qualified but cannot
afford to get to the recruitment station to get there and those that can are compensated.
Motivation factors include giving the value of payments for each position of the hired individual
and other allowances relating to that position. This is important to ensure that only those
applicants that are highly skilled and are comfortable with the value of payments given apply for
the position. Allowances given also ensure the applicants relate with the kind of responsibilities
and duties they have to carry out before they are even involved.
Qualified and competent team of recruiters. This is important to ensure that individuals in charge
understand all the rules and requirements of the vacant positions and the language to use while
reaching and selecting the applicants. If the language used is attractive and with positive
sentiments about the positions, many applicants will apply. This ensures that, in case information
given on the advertising directorates is not clear, the applicants can reach the team for more

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clarification. With qualified and competent team, language used may be attractive hence
attracting more qualified applicants.
Part 2
As a human resource manager in a health organization, I would use online job boards to and
posts on job ads. This is a recruitment technique that involves identifying the existing job boards
in the various online platforms, add your job ads for interested applicants to see the details.
Health sector requires skilled employees who are willing to offer services to people in need.
Unlike many other recruitment techniques in the market, using online job boards is very
convenient especially with the increasing levels of technical advancement. People especially the
elites are using the various existing online platforms to enquire about any information and also
pass information to other individuals. As a result, online content has enhanced recruitment
process as most of the skilled individuals looking for employment opportunities do it online.
Health sector requires skilled, experienced and willing people to offer health care services. By
using the online job boards to advertise on a job opportunity, it’s important to reach a wide range
of skilled health practioners. It gives a chance to the recruitment team to analyze the listed
applicants in relation to job requirements and contact them for live interviews. This helps to hire
only the most appropriate and qualified applicant important for effective health care service
delivery.
Increasing number of new and existing health care issues have become a threat to health care
sector and requires adequate relevant attention that will ensure the solutions given help to solve
the problems. Examples, increased number of HIV and AIDs infection virus patients, child
mortality and cancer patients are some of the health threats that requires adequate and competent
attention. Using online job boards to advertise this employment gaps in the health sector is
important to help get skilled and experienced applicants to help come up with probable solutions
to these threats.
Part 3
Language barrier. This is a problem that can be experienced during the interview process of
applicants to a given job opportunity. It’s enhanced by use of language that both the interviewer
and interviewee does not understand or one that only either the interviewer or the interviewee
understands but not both of them. This in most cases happen if the requirements of the interview
are set somewhere else and delivered to the interviewing seen by a different personnel rather