Effective Recruitment and Selection Process

This assignment discusses the need for organizations to adopt a proper recruitment and selection process to select the right candidate for a specific job vacancy. It emphasizes the importance of drafting a specific job advertisement, providing necessary induction and training to employees, and managing situational factors such as work facilities, time bound, budget, and team members to enhance individual performance and attain desired outcomes.

Managing People in
Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
1.Recruitment and the selection.............................................................................................1
2. Induction and Training ......................................................................................................5
3. Motivational Theories. ......................................................................................................6
4. Individual behaviour and team work.................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
In order to survive and sustain in this competitive business environment, it is the
responsibility of the managers to effectively manage individuals within the organisation.
Employees are the valuable assets in the organisation as with their hard work and dedication, it
assist the organisation in attaining the competitive advantage. This report is based on Apple Inc.
which is an American Multinational company which designs and develops consumer electronic
products such as iPhone, iPad, and personal computers and many more (Aithaland and Kumar,
2016). This project will discuss about the recruitment and selection process within the
organisation as well as training and induction process follow by company. It discusses various
motivational theories and the various factors which influences individual behaviour and team
work within the organisation.
MAIN BODY
1.Recruitment and the selection.
Recruitment and selection are the important part of the human resource management
which is related to finding, attracting and selecting the prospective candidates within the
organisation. Recruitment refers to the overall process of attracting, short listing and appointing
the suitable candidates for performing the jobs within the organisation. Selection is the process
of choosing the right candidate for the job vacancy according to the requirement of the specific
skills and capabilities required in performing job. Proper recruitment and selection process assist
the respective organisation in effective management of people so that they can easily execute
business activities in a proper manner (Boutros and Purdie, 2014).
Recruitment and selection process followed by the Apple Inc.
As Apple is a Multinational Corporation, it conducts its business at a global level so as to
attain success and growth. For this respective organisation needs to hire skilled and educated
employees who can perform business activities in a proper manner. The process of Recruitment
and Selection followed by Apple Inc. is described below-
Commence Recruitment- This is the first step of recruitment in which directors at the
Apple Inc. completes the following documents before announcing the vacant position.
Documents include job description form, interview questions, decides the salary range and
criteria for evaluating candidates.
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Announcement of position- Under this stage, HR Department of the respective
organisation announces the opening for the vacant position and draft advertisements and job
descriptions to make the individuals aware about the job vacancy. The job opening is for the
position of finance manager.
Advertisements- Under this stage it is the duty of the HR department to advertise the job
vacancy to make the candidates aware by advertising in Print Media and online so as to target a
pool of candidates for the job position (Turkulainen and et. al., 2015.).
Receiving Applications- At this stage various applications the respective organisation
receives and applicants are accepted and rejected on the basis of their skills, qualifications and
the experiences. Criteria for selection is determined before actual screening and once the
screening is completed hiring unit conducts the interview of at least 3 applicants.
Committee/ Face to Face Interviews- Under this step, HR department within the
respective organisation has to conduct interview of the candidates whose applications are
accepted. Panel members ask the interview questions which are relevant to the job vacancy and
some questions about the company to analyse whether applicants are aware about the company
or not. Moreover candidates interview evaluation form is submitted to the HR Department for
taking further decisions.
Reference Check- This step is performed before offering job letter to the candidates
Manager should refer to academic references, financial references, prior work references and
many more.
Selection Attributes-
Apple normally selects the employee by taking the personal interview in 2- 3 rounds in
which applicants are asked variety of questions to check their knowledge and skills and
moreover and moreover vision minded, innovative people and passion minded people are being
selected in the organisation.
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Job Advertisement
Finance Manager
Apple Inc. is a Multinational Company engaged in electronic products such as iPhone, iPad and
other personal computers, requires a qualified, dynamic and enthusiastic Finance Manager with
relevant qualification and experience. Candidate should have the proper knowledge of
preparation of feasibly reports and projections and should have the exposure of ERPs system.
Finance Manager is responsible for the entire accounting and financial matters of the
organisation. Requires to handle statuary and compliance matters, external and Governmental
auditors and responsible for preparation of policies and procedures for internal control.
Candidate should be an MBA, ACMA, M. Com or a CA finalist with minimum 5-6 years of
experience.
Interested Candidates should send their resume latest by 1 may 2019
Human Resource Consulting
Apple Inc.
Job Description
Company Name: Apple Inc.
Job title: Finance Manager
Department: Finance and Accounts.
Reporting To: CFO and HOD of Accounts and Finance Department
Job Type: Full Time
Salary: £ 59,000
Location: London
Job Purpose:
 Handle statutory and compliance matters.
 Responsible for the preparation of financial reports and analyse progress of the
company.
Responsibilities
 Provides proper information to the CFO and the HOD on the financial matters so as to
assist them to take proper decisions.
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 Should Perform the GST and internal control Audit in a effective manner.
 Preparing of financial reports so as to analyse the status of the company.
Interested and qualified applicants can share their resume on [e-mail] or through
LinkedIn or provided contact number.
Thanks & Regards
XYZ
Human Resource Manager
Apple INC.01563893489
PERSONAL SPECIFICATION
JOB TITLE:- Finance Manager
Experience Necessary Demanding
Should have a working
experience as a finance
manager.
5-6 years Minimum of 5Years
Skills/knowledge/cognition Necessary Demanding
Should have proper knowledge
regarding the accounting and
finance sector.
Well versed with the ERP
System.
A+ Grade
Qualifications needed in
educational sector
Necessary Demanding
 Chartered
Accountant(Finalist)
 Masters in Business
administration
 M.COM
Should have proper
knowledge regarding
statutory matters.
A+ Grade
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 ACMA
Personal skills PERSONAL
SPECIFICATION
JOB TITLE:- Finance
Manager
Demanding
 Should have proper
decision making skills
to effectively take
decision.
 Should have effective
communication skills in
order to interact with
different clients.
Candidate should have
necessary communication
skills to interact with the
clients.
English(UK), (US) and (AUS),
2. Induction and Training
Training is an organised activity which aims at providing information and instruction to
the candidates, which leads to enhancement of employees skills and capabilities and help them to
perform the job duties in an effective manner.
Induction is the process of introducing a new employee to the organisation by making
them aware of the company's culture and makes them feel comfortable and aware of their job
roles and responsibilities. Hence Training and induction are effective practices that should be
adopted by organisation to enhance the employee skills and capabilities and make them aware
about their job duties and responsibilities.
Importance of Induction and Training Programmes at Apple Inc,
 Induction Training helps the respective organisation to settle down the new employee
quickly in the company environment which will assist them to work properly and attain
the desired results.
 Training provided to the employee enhances their skills and knowledge and insist them to
work effectively and achieve the positive results.
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 Training and induction provided to the employee enhances their morale and improves
their satisfaction level which leads to reduced staff turnover and creates a harmonious
environment at the work place. This reduces cost for Apple in recruiting the trained and
skilled candidates.
 Providing Training to the employee leads to increased innovation in their products and
strategies which ultimately increases productivity of the organisation and leads to
increased brand image in the market.
Possible Obstacles faced during the induction and Training Process and the solutions against the
problems identified.
While providing Training and induction to the employee, manager of the Human
Resource faces various obstacles such as-
 Language Problem in Training and Induction- As Apple Inc. consist of the employees
from diverse culture and background and have different language and religions. This
creates problem for some of the employee to understand the instructions
properly. .Therefore, the solution to the problem is either manager should make the group
employees who understands the common language. This will allow the trainer to give
proper instructions and make easy for the employees to understand it.
 Different Generations at the Same Work place- Employees working within the
respective organisation are from different age groups. This sometimes creates problem
for the training managers to use specific computer software to make the group understand
different ways of performing tasks. This issue can be resolved by providing training
according to their requirement related to their job duties which results in effective
working.
3. Motivational Theories.
Motivation is the process of stimulating people to actions to perform the work with great
dedication and achieve the desired results. Motivation should be provided to the employees so
that it influences employees to perform the task with great dedication. There are various
motivational theories for managing the employees performance which the Apple Inc. has
adopted to motivate its employees and increase the productivity level. These are described as
follows-
Maslow's Hierarchy of Needs
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According to Maslow's Hierarchy of Need theory which is been proposed by Abraham
Maslow determines that individuals are motivated when the five essential needs are fulfilled by
the organisation such as Physiological needs, Safety needs, social needs, esteem needs and Self
actualisation needs.
This motivation theory is used by Apple Inc. to motivate its individuals to work hard at
their jobs. Manager create conditions for its employees which inspires them to work hard and
attain the positive results.
 Physiological Needs- These needs are the major requirement of employees for their
survival. Apple Inc. fulfils the employee Physiological needs by providing the sufficient
wages to the employees to purchase their basic needs. Apart from this, it provides
employees with flexible benefits such as saving plans and investment options and offers a
harmonious environment to the employee.
 Safety Needs- These needs are concerned with the safety and protection while working at
the organisation as well as well as stability in their job. Apple satisfies employees safety
needs by providing them job security, retirement benefits and a safe working conditions.
It also provides pension and sickness schemes to its employees.
 Love and Belongingness Needs- It includes employees needs for interpersonal
relationships such as friendship, trust and acceptance which motivates their behaviour to
work effectively. Apple fulfil this needs by creating an effective team atmosphere at the
work place so that large number of employee can interact with each other and makes trust
and friendship within the employees to work together and achieves common goals.
 Esteem Needs- It includes employees needs for self-respect, dignity, status within the
respective organisation. Apple fulfils this needs by putting emphasis on self-respect for
employees and started appraisal system to determine the individual contributions towards
their task and provide them specific rewards against their achievement. As Apple already
gives 25% off to their employees on products but will be offering more discounts in
iPad.
 Self Actualisation Needs- This need realises for the personal growth and self-fulfilment.
Apple fulfils this needs by directing the company towards the excellence by helping the
people to develop strategies and achieve the positive results. This help the employees
within the Apple Inc. to effectively grow and fulfils their needs.
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Herzberg Two factor Theory
This theory states that there are certain factors which causes job satisfaction as well as
job dissatisfaction to the employees. Intrinsic factors are mainly related to job satisfaction and
extrinsic factors are associated with job dissatisfaction. Motivators and the hygiene factors
causes job satisfaction and dissatisfaction to the employees. Motivating factors are the increased
responsibility and growth, challenging work and hygiene factors include company's policies,
rules and regulations, working conditions, salary and interpersonal relationships.
This theory is being applied in the Apple Inc. where employees are praised and
recognised for their hard work through bonus and promotions as well as by giving extra
incentives (Boutros and Purdie, 2014). These are the motivating factors which influences
individuals to perform effectively and attain the positive results. Moreover salary structure in
Apple Inc. is appropriate and reasonable and also offers various health care plans to its
employees and provides safe, clean and hygienic working environment. These are the hygiene
factors which motivates the employees to perform effectively.
Therefore Apple uses these two motivating theories to influence the applies to perform
with great dedication and attain the desirable results.
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Advantages and Disadvantages of Maslow's Theory of Motivation
This theory assists the managers within the respective organisation to how to motivate
employees as it considers the human nature needs. These needs can be easily identified by the
managers and get fulfilled and provides motivation to the employee to perform with great
dedication. Disadvantage associated with this theory is that it becomes difficult to measure the
satisfaction level of the employees and becomes difficult for the managers to analyse how to
motivate employees.
Advantages and Disadvantages of Herzberg Two factor Theory
Advantage associated with this theory is that it lays emphasis on motivation coming from
within the employees as well as managers of the respective company focuses on the problem of
the employees as well as fulfil their needs and motivates them. Disadvantage associated is that it
ignores external factors while motivating employees. This results problem for Apple globally
and doesn't considers external factors.
4. Individual behaviour and team work
There are various factors which influences individual as well as the team work within the
respective organisation. Managers of the Apple Inc. should take effective decisions to eliminate
the negative influence of such factors. This influencing factors are discussed as follows-
 Effective Leadership- Leaders play an important role in influencing the individuals and
the teams to work effectively. Leader within the respective organisation should provide
clear instructions to employees which motivates them to work effectively and should
adopt democratic style of leadership which motivates individuals to involve with other
employees as well starts working collaboratively to attain the desired goals and
objectives.
 Communication- Proper Communication within the team members leads to enhanced
interaction among the employees which assist them to discuss issues and problems and
accordingly provide suggestions. This leads to collaborative working and assist the
employees within Apple to achieve common goals and objectives (Turkulainen and et.
al., 2015).

 Role Identity- It is to the extent in which members within the team are aware about their
roles in team and are clear with their responsibilities. It helps the employees within the
team to work effectively by performing their specific roles and responsibilities leads to
the achievement of the common goals.
 Stability- This factor greatly influences the performance of the team as it depends on the
degree of stability among the members and the project leaders. Stability among the team
members at apple leads to higher group cohesion and make the member's comfortable
and assist them in attaining the realistic goals (Burke and Noumair, 2015).
Apple Inc. has adopted the MARS Model which influences the individual behaviour and
the team work. This is described as follows-
 Motivation- This is the internal forces which influences the individual behaviour to work
effectively. It includes the direction, intensity and time taken to influence the members to
achieve the desired goals.
 Ability- It is the capability of the employee needed to perform the task effectively. It
includes the natural talent of the employee as well as the skills and knowledge to perform
the task within the set time frame. For example, If the work is assigned to the employee
at Apple Inc. for 4 days, and if the employee completed the task within the set time
frame. It has the ability to perform task within the set deadline.
 Role Perceptions- This is concerned with the belief that members within the respective
organisation understand their job duties and responsibilities as well as understands the
preferred behaviour to complete the allotted tasks (Hopkins, 2017).
 Situational Factors- These are concerned with various condition which influences
individual’s behaviour within the respective organisation. It includes various conditions
such as work facilities, time bound, budget and the team members which influences the
behaviours of the individuals to work effectively within the team.
This model assist the individual members within the respective organisation to work effectively
within the team so as to attain the desired results.
CONCLUSION
From the above report it has been concluded that organisation needs to adopt effective
recruitment and selection process so that right candidate can be selected against the specific job
vacancy. Organisations needs to draft specific job advertisement and develops specific job
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advertisement in order to attract prospective candidates and retain them in the organisation for a
long period of time. Moreover, necessary induction and training should be provided to the
customers so as to enhance their skills and motivation should be provided to the individuals,
which assist them to work effectively and attain the desired outcomes.
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REFERENCES
Books and Journals
Aithal, P. S. and Kumar, P. M., 2016. Organizational Behaviour in 21st Century–'Theory A'for
Managing People for Performance. IOSR Journal of Business and Management (IOSR-
JBM). 18(7). pp.126-134.
Boutros, T. and Purdie, T., 2014. The process improvement handbook: A blueprint for managing
change and increasing organizational performance. McGraw-Hill Education.
Turkulainen, V. and et. al., 2015. Managing project-to-project and project-to-organization
interfaces in programs: Organizational integration in a global operations expansion
program. International Journal of Project Management. 33(4). pp.816-827.
Hopkins, B. R., 2017. Starting and managing a nonprofit organization: A legal guide. John
Wiley & Sons.
Burke, W. W. and Noumair, D. A., 2015. Organization development: A process of learning and
changing. FT Press.
Sahoo, C. K. and Sharma, R., 2015. Managing grassroot-level change in an indian psu: The role
of people-centric strategies. South Asian Journal of Management. 22(3). p.28.
Jensen, P. R. and Meisenbach, R. J., 2015. Alternative organizing and (in) visibility: Managing
tensions of transparency and autonomy in a nonprofit organization. Management
Communication Quarterly. 29(4). pp.564-589.
Ravenna, J. and Cleaver, K., 2016. School nurses’ experiences of managing young people with
mental health problems: A scoping review. The Journal of School Nursing. 32(1).
pp.58-70.
Loebbecke, C., van Fenema, P. C. and Powell, P., 2016. Managing inter-organizational
knowledge sharing. The Journal of Strategic Information Systems. 25(1). pp.4-14.
Molloy, K. A. and Heath, R. G., 2014. Bridge discourses and organizational ideologies:
Managing spiritual and secular communication in a faith-based, nonprofit
organization. International Journal of Business Communication. 51(4). pp.386-408.
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