Recruitment and Selection Process

The assignment delves into the recruitment and selection process, emphasizing a structured plan with distinct stages. It contrasts internal and external recruitment methods and outlines a step-by-step plan including preliminary interviews, application reviews, tests, interviews, medical exams, reference checks, final approval, and job placement. Emphasis is placed on the importance of following each step meticulously to select suitable candidates.

Running head: ON HIRING PROCESS AND TECHNIQUE
A RECRUITMENT AND SELECTION PLAN
Name of the Student
Name of the University
Author Note

Introduction
The company is Jetstar Asia Airways. They are hiring employees for the post of Pilot,
Flight Attendant, Operations agent and Flight dispatcher. Jetstar is an Australian low-cost
airline with their headquarters in Melbourne. However, it is an entirely owned subsidiary of
Qantas, which is built in response to the risk posed by the low-cost airline called Virgin
Australia. This airline was founded in the year 2003 and until now covers 37 destinations.
Recruitment and Selection are important human resource functions because every
organization needs best employees to develop and prosper in the market. The force and
motivational levels of the workers needs to be high in order to be recruited in the organization
to conquer its goals (Al-Kassem). Therefore, every step is equally important in the
recruitment and selection process for attracting as well as retaining the right talent. An
efficient recruitment and selection procedure minimizes revenue. However, these processes
agree with the accurate person with the accurate job skills. The interviews as well as
background verification guarantee that the organization employs an applicant who is
trustworthy and can carry out those aims, which are planned for providing superiority
services and goods to the customers (Wolthoff). Through recruitment and selection process,
the organization cannot only recognize a candidate who has the talent but also experience to
do the desired job that the company is looking to fill but also to find someone who share as
well as approve the organizations interior values.
The aim of this report is to develop a recruitment and selection plan for the company
where I am working at present. This report will consist of the recruitment and selection
techniques and the steps through which the organization will reach best-suited individuals.

The recruitment and selection plan
Job position for Recruitment No. of vacancies
Pilot 2
Flight attendants 4
Operations Agent 1
Flight Dispatcher 2
In order to enhance the effectiveness in the Hiring and retention as well as to make
certain reliability and obedience in the recruitment and selection process it is important that
the institute follow the following steps, which can help in hiring talented and diverse
applicant:
Recruitment involves the following activities:
 Identifying the areas from where the adequate numbers of qualified candidates are
obtained
 Assessing the suitability of different resource and choosing the most appropriate
resource.
 Contacting the chosen resource and encourage the prospective applicant to offer
themselves for employment in the institute.
Sources of Recruitment:
1. Internal Sources
2. External Sources
1. Internal Recruitments:

 Filling vacancies by promoting employees from within the organization in the
higher post by motivating the employees as well as boosting their morale,
which in a way is a method of inducing loyalty among them.
 Organization can hire this method for lowering turnover and absenteeism rate.
Work force satisfaction helps in enhanced performance and they can wait for
their appraisal (Das).
 An organization can reduce their cost and time due to internal recruitment as
the desired and required information regarding an individual is already present
with the company database. Not much cost will procure on advertising, tests
and interviews, checking references, etc.
 Training candidates or conducting induction program is not required as they
are more familiar with organization terms and conditions.
Advantages:
 Familiarity
 Economical
 Less time consuming
 Motivation
 Better utilization of existing talent
Disadvantages:
 Restricted choice
 Inbreeding
 Lack of competition
 Conflicts among staffs

2. External Sources: Refers to the recruitment of workforce from external to the
organization. Organization can follow certain steps in the external source which are as
follows:
 Advertising: Advertisements in the newspapers as well as journals are the
most commonly used methods of recruiting staff. When company opens the
forum for new recruitment, it may issue advertisements giving details of the
job to be filled in and the qualifications required for it.
Advertising is a convenient and economical source of
recruitment. Conducting such method can provide a large pool of candidates
from all over the country. Therefore, the organization has sufficient choice in
selection (Mumford). In depth, information about the institute and the job can
be given in the advertisement to facilitate self-screening by probable
candidates. This induces huge cost for the organization.
 Placement Agencies: Organizations can shake hands with placement agencies
who provides recruitment and selection services. The employer can hire such
an agency to do the complete job of recruitment. The organization can save
their time and effort and gets the benefit of the agency’s expertise. His identity
is also kept secret (Wozniak). However, the agency charges substantial fees.
Above method is employed for recruitment of senior manager.
 Campus Recruitment: Campus recruitment is very convenient and
inexpensive. The employer gets help from the placement cell of the
educational institute in recruitment and selection (Wicker & Frick). Well-
educated persons become available very quickly without any advertisements.
The educational institutions gains because its students gets jobs even before
they leave the institutions. This method has become a priority.

 Recommendations or Referrals: Applicants set up by present employees or
their acquaintances and relatives may show up to be a good resource of
recruitment. In this method, a type of preface screening takes place for the
reason that the present workers know both the business and the candidate to
satisfy both of them (Van Hoye).
 Other methods are also present under external sources of recruitment like
Casual Calling, Direct Recruitment and Labor Contractors and many more but
for the organization presently mentioned these methods doesn’t meet the needs
of the organization as the post of Flight Attendant can’t be filled on
contractual basis.
Advantages:
 Wide choice
 Infusion of new blood
 Healthy competition
 Only source for new enterprises
Disadvantages:
 Frustration amongst staff
 Time consuming
 Expensive
 Uncertainty
Selection Process:
Employee selection process is the method of putting the right person on the right job.
Succession to recruitment, selection occurs it is the route of carefully selecting the applicants
to decide the most appropriate persons for the job position to be filled in. Below it the

knowledge, experience and background of candidate are compared with the requirements of
the job. Selection is the filtration of the bulk numbers those who are recruited or accumulated
from the recruitment process (Uggerslev, Fassina, & Kraichy). In our organization, selection
process includes the following steps:
1. Preliminary Interview
2. Application Blank
3. Tests
4. Interview and Group Discussions
5. Medical Exam
6. References
7. Final Approval
8. Placement
1. Preliminary Interview: It is the initial significant step in the selection process, which
eliminates the unsuitable candidates. This is to check the initial minimum
qualification of the candidates, which makes them eligible for the vacant job. For
example: to get selected as a flight attendant the minimum qualification is to secure
60% marks in all stages of the academics (Anders).
The preliminary interview is beneficial to both the employer and the
candidate. It saves the time and expense of an employer in processing the application
of an unfit candidate vice versa non-deserving candidates too were spared from a long
procedure and later being rejected.
2. Application Blank: After a candidate goes through the initial preliminary stage then
they need to fill an application blank form, which acts as a tool for measuring their
suitability and compatibility with the job. Form contains the column for name,
address, age, education, experience, etc which the candidate fills.

Generally, the application form consists of
a. Identifying information – This consists of the name, address, telephone no. and so
on
b. Personal Information – This section includes the age, sex, place of birth, marital
status, dependents
c. Physical Characteristics – Here there are the height, weight, eye sight
d. Family surroundings
e. Education – academic, technical and professional
f. Experience – This includes the jobs held employers, duties performed, salary
drawn and so on.
g. Orientation
h. Miscellaneous – This consists of the extracurricular activities, hobbies, games and
sports, membership of professional bodies
Advantages for Application blank are as follows:
1. Scrutiny of the forms helps in weeding out of candidates lacking in qualification,
experience or any other trait.
2. Helps in formulating questions to be asked during interview.
3. Data collected in the form can be stored and used for future references.
3) Selection Tests: After scrutinizing the candidates and checking the availability of their
traits required for the job in preliminary stages, they are put into tests and interviews. Tests
have become a popular device in screening of the candidate. Tests are helpful in measuring a
candidate’s suitability of the job and in establishing standards of job performance. Tests are
also significant in recognizing and eradicating unsuitable candidates (Uggerslev, Fassina &
Kraichy). The main types of employment examinations are as follows:

 Intelligence Tests- This test helps in measuring the numerical as well as reasoning
skills of the candidates, which will further help the recruiters to analyze their abilities
in decision-making.
 Aptitude Tests- Potential and ability of the candidate are accessed through this test.
Moreover, this test helps in judging that whether the candidate is at all suitable for the
job.
 Performance Test- Through this test the knowledge and experience of the candidate
along with their speed and accuracy of performing a job can be measured.
4. Selection or Final Interview (FI): It entails a face-to-face discussion between the
employer and the applicant. The objective of this process is to firstly, cross check
the information provided by the candidate in the course of application blank and
tests, secondly, to offer a correct picture of the job and the business. Therefore,
interview is an important process where the candidates need to put into ease; they
must be given the opportunity to ask questions. This interview should strictly
follow the interview guidelines.
5. Group Discussions (GD): In an interview, neither an employer gets an
opportunity to see any leadership skills from a candidate nor a candidate gets the
chance to show any management skills so this GD session holds an important
position in this whole process. In a group discussion, a team of 8 – 10 candidates
and within a stipulated period are asked to have their briefs over that particular
matter (Mendelberg & Karpowitz).
Now a day’s an individual must consists of the power of soft skills, which
can be measured over in this phase. The process determines ones interpersonal
skills and way of interacting with others in the group.

6. Medical or Physical Examination: a panel of doctors and physicians for the
selected candidates to examine their stability to persist with the job will conduct a
medical test. An appropriate medical examination will also guarantee that the
elected candidate do not suffer from any severe disease which may cause
difficulty in future (Hill). In Airway industry, especially applicants need to
proceed through this typical examination, which include the testing of applicant’s
heart as well as lungs function, vision, hearing, and testing of their tests.
7. Inspection of references: Names provided by the candidates themselves will be
contacted to crosscheck their background along with other important details like
their qualifications, experiences or any criminal records. This is just to check the
authenticity of an individual. This step will further help in ensuring the
organization that they are finding the majority competent person who is also a
talented equivalent for the position. Point of reference checks are important
because it helps in keeping away costs linked with failed probation periods as well
as poor performances.
8. Final Approval: After a candidate passes through medical examination and
background investigations, the management or the higher authority of the
organization who are involved in the recruiting and selection process will
provided the appointment letter formally to the selected candidate, which states a
specified date of joining for the selected candidate. However, this will be done
based on the all the above recruitment and selection processes and based on the
results of the pre-established requirements of the vacancy the final candidates will
be chosen (Gavrel).
Candidates who give satisfactory performance during the probation period
are made permanent employees.

9. Placement: Providing specified job roles and work places to the selected
candidates are termed as final placement. While placing the candidate, the
requirements of both the organization and the candidates should be taken into
consideration (Cheng). Therefore, it includes the ranks as well as responsibility to
an employee. Therefore, this step is considered an important human resource
activity which if ignored can lead employees towards adjustment problems.
Conclusion
Thus, to conclude this report it can be said that the organization where I work in that
is Jetstar Asia Airways needs an appropriate recruitment and selection plan for hiring the best
of the suited individuals. However, this report has successfully highlighted the steps, which
this organization needs to follow in order to recruit and select employees for the Job of flight
attendant. However, this organization can follow both internal as well as external recruitment
and selection procedure. In internal recruitment, they can select employees from within the
organization whereas in the external recruitment they will hire fresh employees. Thus, as per
the recruitment and selection plan the steps that needs to be followed are Preliminary
Interview, Application Blank, Tests, Interview and Group Discussions, Medical Exam,
References, Final Approval and Placement. Therefore, every step must be followed carefully
so that through these steps appropriate candidates are selected. Based on the scores of the
above steps an employee is selected and given the final placement where his or her job roles
and his job destination will be specified.
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