Ethical Considerations in Direct Recruitment or Head Hunting

Managing People and Organisations
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Contents
Introduction......................................................................................................................................3
Activity-1 Recruitment Plan............................................................................................................3
Activity 2- Person Specification......................................................................................................4
Q-1 Ethical issues in recruitment and section of the successful candidate......................................5
Q-2 Approaching the candidate for direct recruitment....................................................................5
Q-3 Behavioural traits required in the candidate.............................................................................6
Q-4 Determining the candidate with the right fit.............................................................................6
Conclusion.......................................................................................................................................7
References........................................................................................................................................8
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Introduction
Recruitment and selection function of human resource management is extremely important as it
helps in finding the right candidate for a job (Armstrong, 2011). It is difficult to find candidates
for high skilled jobs because supply of skilled workforce is less than its demand. This issue can
be resolved by directly contacting skilled candidates (Brown, 2011). Directly contacting
candidates or head hunting is a special form of recruitment where an individual is directly
contacted by an organisation for recruitment purpose.
Activity-1 Recruitment Plan
Recruitment plan helps in making proper recruitment strategies (Dhamija, 2012). Following is a
recruitment plan for hiring wind turbine engineer to lead an energy project.
Recruitment Plan
Recruitment Objectives-
 Attracting candidates with high level of expertise and skills in project management,
communication, legal systems and leadership abilities.
 Filling the skill deficit in the organisation by hiring a suitable candidate for the
requirement of wind turbine engineer through directly contacting candidates.
Recruitment Budget- $10000
Job Description
• Title: Senior Wind Turbine Engineer
• Location - Tasmania
• Reporting to- CEO
• Job purpose summary
Leading the project
Supervising construction
Negotiating with Government planners
Managing labour issues
 Salary- $350 000 per annum plus housing, a car and relocation allowance of $25 000.
Hiring strategy
 Directly contacting candidates to take part in the recruitment process
 Shortlisting of companies from which the head hunting is to be done
 Procuring details and contact numbers of employees of various companies suiting the job
description
 Hosting of expert centric conferences and seminars to generate a database of suitable
candidates who are working for other companies. Use of social media to contact
candidates
 Contacting the candidates and offering them a chance to take part in the recruitment
process
 Fixing an appointment for interview if possible.
 Finalization of the candidates based on interview
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