Management Leadership and Professional Practice

Running head: MANAGEMENT LEADERSHIP AND PROFESSIONAL PRACTICE
Management Leadership and Professional Practice
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MANAGEMENT LEADERSHIP AND PROFESSIONAL PRACTICE1
Table of Contents
Module 2.1 – Recruitment..........................................................................................................2
Module 2.2.................................................................................................................................3
References..................................................................................................................................5

MANAGEMENT LEADERSHIP AND PROFESSIONAL PRACTICE2
Module 2.1 – Recruitment
The chosen job role for the recruitment process is taken to be the HR Manager. This is
because the HR manager of any productive business organisation is accountable to deal with
the leadership as well as the managerial level and professional practices of the same (Jaques,
2017). In this connection, if I would be asked to recruit someone in the field of working as an
HR, I would suggest the specified below interview guide for the recruitment process.
Interview Guide
Step 1- Profiling the functions of the position
Establishing the functions of the position being recruited is considered to be crucial to
effectiveness in the concern of interviewing and hiring an employee (Gewurtz, Langan &
Shand, 2016). With regards to deciding the functions of the vacant position, the specific
requirements of the job would be determined.
Step 2- Establishing specific requirements.
Determination of the required and specific skills, talents, knowledge and experience
that is to be inherited by the individual who is applying for the job and is necessary for
accordance with fulfilling the functions of the job (Zakrajsek et al., 2019).
Step 3- Establishing the priorities
The last step of the guide is determined to be the setting up of the priorities of the
required job profile. Specifically, this step ensures that while taking up an interview, the
appropriate amount of information would be gained about the candidate applying for the job.
In this regards, the requirements should be categorised as per the critically (the must have a
candidate should indulge) and the desirable (the traits the candidate wishes to have and can
be gained by the help of the job).