HR Manager's Role in Recruitment and Induction Process

Part 2
You are a HR manager responsible for forecasting recruitments and filling
any vacancies.
Answer the following questions:
1. How would you determine future human resource needs?
The needs of the human resource is growing rapidly as organizations are getting complex and
multidimensional. In the case of hiring new employees or offering promotions to the
employees, it is important to follow the code of practices that have been issued by the
Equality Commission (Trullen et al. 2016). The selection committee of the organization
should not be biased and must not discriminate against any particular person. The candidate
with the highest qualification and experience should be hired. The hiring for the candidates
needs to be planned in advance by the management and it should be opened up for
competition2. How would you ensure that managers and supervisors involved in
recruitment, selection and induction comply with policy and procedural
requirements?
The HR department is solely responsible for searching and hiring the right candidates
for the organization. Noe et al. (2017) stated recruitment is the process of finding and
attracting the potential candidates in order to fill up the vacant position in the
organization. It is a very complicated process and demands not only the attention of the
HR managers but also the involvement of other managers and supervisors. They help
the HRM to understand properly what type of candidates they are looking for and
makes it easier for them to select the right candidates for the jobs. Several important
factors are kept in mind before actually hiring a candidate.
3. How would you ensure that managers and supervisors involved in
recruitment, selection and induction develop and use current position
descriptors and person specifications?
According to Brewster and Hegewisch (2017), the selection process is the very first
step in recruitment as a result of the candidates suitable for the desired job are
selected. Once they are selected they need to thoroughly understand the motive and
principles of the organization. Ekwoaba et al. (2015) mentioned the senior managers
take the induction class and help them to get accustomed to the policies and
procedures which forms a very essential part of the organization. These policies and
procedures work as a roadmap for everyday operations.

4. How would you ensure that managers and supervisors involved in
recruitment, selection and induction are given training needed to help
them perform well in their role/s?
In order to hire the right candidates, it is the duty of the HRM to properly mention the job
role or the position descriptor. This clearly describes in details of the particular job role
which includes all the responsibilities, objectives and also the requirements (Jeske and
Shultz, 2016). Similarly, person specification can be defined as the profile of the ideal new
employee consisting of the skills, personality and experience. It helps the HRM to shortlist
candidates and select the most deserving ones for the job. The role of the HRM does not
finish here. Once the candidates are selected for the job then they are passed on to the
training department (Russell and Brannan, 2016). This helps the new recruits to get
accustomed to the new working environment and know about the organization they are
working. Basic training is also provided to the candidates as per the job role which makes
the new recruits fluent in their specific job roles
5. How would you ensure that managers and supervisors involved in
recruitment, selection and induction advertise vacant positions in
compliance with organisational policy and legal requirements?
Sarker (2017) opined that the whole process of hiring and recruitment starts with
posting an advertisement in various job portals. Details of the job posting are needed to be
mentioned so that the correct candidates can apply for the job. While hiring for applicants
the HRM needs to follow a certain set of rules and regulations as well as bind with the
policies of the organization (Basak and Khanna, 2017). Some of the most common
principles that are followed while hiring new employees are mentioned in the following
points:
 It is very important for the organization to be neutral and provide equal opportunity
to all the employees opting for the job
 In the case of hiring new employees or offering promotions to the employees, it is
important to follow the code of practices that have been issued by the Equality
Commission (Trullen et al. 2016). The selection committee of the organization
should not be biased and must not discriminate against any particular person.
6. How would you ensure that managers and supervisors involved in
recruitment, selection and induction follow selection procedures that
accord with organisational policy and legal requirements?
Once the right candidates are selected for the job then it is the time for the employment
contract. It is actually a legal agreement between two parties that is the employee and the
employers which bind both parties legally and provides security (Johnson et al. 2016). The
employee makes sure that the particular person is actually obligated to all the rules and
regulations of the organization and maintains them while working. The employers get the
security of the job as the employee is aware of all the terms and conditions and hiring him