Essentials of People Practice: Standards Operations Guide
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This guide provides insights into the employee life cycle, stages and methods of recruitment, techniques to prepare recruitment process, and methods to attract candidates for roles. It explains the recruitment process and methods available to Technow. The guide also includes references to books, journals, and online sources.
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ESSENTIALS OF PEOPLE PRACTICE Standards operations guide 1
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Table of Contents INTRODUCTION...........................................................................................................................3 AC 1.1: Employee life cycle........................................................................................................3 AC 1.2: Stages and methods of recruitment................................................................................4 AC 1.3: Methods and techniques to prepare recruitment process:..............................................5 AC 1.4: Methods to attract candidates for roles..........................................................................7 CONCLUSION................................................................................................................................7 REFERENCES................................................................................................................................8 2
Operations Standard Guide of recruitment process AC 1.1: Employee life cycle: An employee life cycle refers to the model of Human resource which describes the various stages which most of the employees will experience. Employee life cycle consists of the following stages: Attraction:Attraction is the first stage of Employee life cycle which happens before even opening a position. Companies such as Technow needs to attract people to join the company.As an outsourcing company, People Practice Outplacement have to consider this stage extremelyimportantbecause the candidates will only apply to the jobs which seems attractive. If the potential candidates have interest in job seeking process, then only they will come into the contact of organization. Recruitment:Recruitment refers to searching for potential candidates and encouraging them to apply for the same(Cattermole, 2019). People practice outplacement will create 3 Illustration1: Employee life cycle Source: Where Engagement is Most Important in the Employee Life cycle, 2021
job adverts for the job vacancies offered by Technow.The recruitment stage is very importantbecause it sells the vacancies to the potential candidates so that they fill the vacant positions. On-Boarding:On-boarding is a process where the candidates are hired and where the foundation of employer-employee relationship is laid down. This stage will be performed by Technow only.This stage isimportantbecause employee signs their employment contract and actually performs the jobs for which they have been signed. Development:Developmentreferstoencouragetheemployeesforprofessional development and helping them a future career plans.Development stage isimportant because it focus on development of the employees thorough encouraging them for external learning and assessing their skills and knowledge. Retention:Retention refers to the process of keeping an employee and ensure their satisfaction in the company. Here Technow will focus on adopting various strategies through which it can retain its employees.This stage is the mostimportantstage of all because, it impacts the company portfolio and overall performances of the organization. Separation:Separationreferstotheendoflifecycleofanemployeewithan organization. It can happen due to retirement, personal reasons or new employment. After this stage attraction stage comes into existence again and cycle continues. AC 1.2: Stages and methods of recruitment Recruitment process Recruitment is a process through which companies search for their prospect employees andencouragethemtoapplyinthecompany(Buil,CatalánandMartínez,2020).The recruitment process of companies such as Technow isas follows:Recruitment Planning:In the first stage, the recruitment process is planned. Technow willdescribetherecruitmentstoPeoplePlacement.Inthisstagethenumberof employees, job vacancies and type of candidates required are explained. In this stage, organizations uses job analysis, job description and job specification frameworks for designing, attracting and recruiting candidates.The more a company is engaging the more it will attract customers. 4
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Recruitment Strategy development:In this stage the strategy through which recruitment process will be conducted will be decided. Companies have to decide recruitment sources will be external or external.Searching:After recruitment planning and strategy development, searching process starts. In this stage source activation and job selling are involved. The company will start searching for candidates who match the profile of company(Singh, 2019).Screening:In this stage the eligible candidate are selected for the further recruitment process. Only qualified candidates are shortlisted and scrutinized. Technow will screen applicantsdependingupontherecruitmentmethodsusedsuchasinterviewsand application blanks. Evaluation and control:In this stage the costs are evaluated such as salaries for recruiters, cost of advertisement, costs of management and costs of production. Here Technow will pay People Practice Outplacement for recruitment process. Methods of recruitment: Methods of recruitment refers to the ways through which a company can recruit new employee. The recruitment methods available to Technow are following:Recruitment agencies:Companies can hire recruitment agencies who will provide the candidates matching the job profiles of companies(Shanker, 2019). They charge fee for the services. Technow is currently using this method and have hired People Practice Outplacement for its recruitment process hiring its new management team. Companies can use this method when they need employees quickly without affecting their daily operations. For example:Employee leasing, job-sites and job search engines etc. can be used by candidates to search for vacancies.Direct recruitment:In direct recruitment, companies recruit their employees from within the company or through advertising on their websites. In this method existing employees are promoted or demoted to fill the vacant positions. This method is best to use when the companies want to fill important positions in no time(Hamza and et.al., 2021). For example:Employee referrals, promotion and demotion within the organization can provide suitable candidates for job. 5
Print media recruitment:In this method, recruitment advertisements are placed in the forms of newspaper advertisements or the print media through which candidates can contact the companies. This method can be used when the companies want to send the least costs and no additional efforts. For example:Newspaper and transit posters etc. can be used for publishing the job vacancies.Social media recruitment:It the modern and most popular method for recruitment these days. In this method companies can recruit employees through placing advertisement on varioussocialmediaplatforms(Singh,2019).Thiscanbethebestmethodfor recruitment for Technow as it will provide a wider base of candidates with no additional costs. For example:Recruitment through LinkedIn, Facebook and Instagram can be used to announce job vacancies. AC 1.3: Methods and techniques to prepare recruitment process: Various methods and techniques to prepare information for the job roles such as Line manager are described as follows:Competency frameworks:These are the frameworks which are used to performance excellence within an organization. The chosen company can use the framework to communicate the requirements for the specified role i.e. line manager. Job description:It describes the information about job and position in the company and the associated roles and responsibilities with it (Hamza and et.al., 2021).They can be prepared by following steps: Step 1-Perform job analysis Step 2-Establish necessary functions Step 3-Organize data consistency Step 4-Add disclaimer Step 5-Add signature lines Step 6-finalize 6
Person specification: In this document the companies describes the requirements from candidates which are important to perform the particular job. They are used to provide about responsibilities of a job to employees.They can be prepared by following steps: Step 1-Job title Step 2-Job summary Step 3-outline responsibilities and duties Step 4-Include list of required qualifications and skills Step 5-Include salary range Step 6-finalize Job Adverts:The job Adverts re prepared to inform and entice potential candidates to apply for the job vacancy.They provide insightsabout the job and company to candidates.They can be prepared by following steps: Step 1-Job title Step 2-Salary and location Step 3-outline introduction Step 4-Outline objective Step 5-Include responsibilities Step 6-Requirements Step 7- company contacts. AC 1.4: Methods to attract candidates for roles External candidates: For attracting the talented candidates outside the organization for a range of roles companies such as Technow can use following materials and methods:Broader job vacancy:Candidates prefer the jobs in which their job descriptions and job roles are clear(Christensen and et.al., 2017). The companies need to craft job posts which stand out from the others. A smart recruiter can provide a clear picture of required details in the job advertisement.Be flexible:The companies need to provide job descriptions with offering flexible services. Employees will be more attractive to the companies which offer flexible working i.e. the work which does not affect their personal lives. 7
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For example:Providing flexible working hours and work from home options.Add perks: The candidate will prefer the jobs which provides them maximum job perks. Companies can add these perks to the job advertisements. Through this technique the work environment of company will become more attractive to the candidates. For example:Holiday packages, bonus and incentives on several occasions. Internal candidates For attracting the talented candidates within the organization for a range of roles companies such as Technow can use following materials and methods: Promotion and increments:Companies can introduce the promotion and increments to internal candidates to encourage them to apply for vacant job positions(Muduli and Trivedi, 2020). Jobenlargement:Companiescanprovidebroaderjobopportunitieswhichare challenging and interesting. This will attract existing candidates to apply for other job positions. REFERENCES Books and journals: Buil, I., Catalán, S. and Martínez, E., 2020. Understanding applicants’ reactions to gamified recruitment.Journal of Business Research. 110. pp.41-50. Cattermole, G., 2019. Developing the employee lifecycle to keep top talent.Strategic HR review. Christensen, T. and et.al., 2017. Costs and efficiency of online and offline recruitment methods: a web-based cohort study.Journal of Medical Internet Research. 19(3). p.e6716. 8
Hamza, P.A. and et.al., 2021. Recruitment and Selection: The Relationship between Recruitment and Selection with Organizational Performance.International Journal of Engineering, Business and Management. 5(3). pp.1-13. Muduli, A. and Trivedi, J.J., 2020. Recruitment methods, recruitment outcomes and information credibility and sufficiency.Benchmarking: An International Journal. Shanker, M., 2019. Recruitment process and its impact on retention of commercial pilots in Indian aviation industry.Business Process Management Journal. Singh,D.,2019.Aliteraturereviewonemployeeretentionwithfocusonrecent trends.International Journal of Scientific Research in Science and Technology. 6(1). pp.425-431. Online references: Where Engagement is Most Important in the Employee Life cycle.2021. [Online]. Available through:<https://www.strayboots.com/blog/engagement-important-employee-lifecycle/ >. [Assessed on 24 September 2021] 9