Effective Job Recruitment in Organization

Activity 1.c Gaining approval to fill a position is usually necessary as it makes it easy for both parties to come to an agreement with the set terms and conditions including salaries and other job conditions. In addition, I provide excellent service to both the internal and external clients Result oriented The main focus is always on the important issues that lead towards achievement of quality results Teamwork Working collaboratively with fellow employees to achieve a common goal Communication Listening to others and communicating in an effective manner that drives open communication Activity 2

Surname 1
Name:
Lecturer
Course:
Date:
Activity 1
Effective job recruitment is essential as it assists an organization to compete for the limited
human resources. Therefore, to maximize this advantage, the organization must use a recruiting
process that best chooses an employee that is qualified from the group of available candidates. At
first, the organization should identify the job opening, decide on the methods to fill the opening,
identify the targeted population, notify the targeted population and finally meet with the
candidates for interview.
An organization can identify the requirement to make an appointment by vacancy identity and
evaluation. Through job evaluation, an organization is able to determine the skills and experience
that is needed of its staffs so as to align its self with the set goals and initiatives.
Activity 1.c
Gaining approval to fill a position is usually necessary as it makes it easy for both parties to
come to an agreement with the set terms and conditions including salaries and other job
conditions.
I would advertise for an urgent job opportunity in form of a short-term contract. The job will be
in terms of twelve months contract for one vacancy. Therefore, I would urge the suitable
candidates to apply as soon as possible in order to temporarily replace the employer.

Surname 2
Activity 2a
Draw up a competency profile for your job, a colleague job, or another job you are familiar with
which accurately reflect the role requirements. You must provide at least five competencies in
your profile and state the job profile has been written for.
Competency profile is often created and used in Organisation to evaluate the candidates for a
specific job and establish a developmental plan for various employees based on a specific
position. Therefore, the following reflects my competency profile in my job position as a bank
branch manager.
Competency Explanation
Analytical thinking Always in the forefront in interpreting, linking
and analyzing information in order to
understand various issues affecting the
organization
Client focus Always keen in identifying and responding to
the current and the future client needs. In
addition, I provide excellent service to both the
internal and external clients
Result oriented The main focus is always on the important
issues that lead towards achievement of quality
results
Teamwork Working collaboratively with fellow
employees to achieve a common goal

Surname 3
Communication Listening to others and communicating in an
effective manner that drives open
communication
Activity 2b
Manager international bank: this job entails the management services of the international bank
(IB) situated in Sydney. This kind of job requires a qualification in bachelor in business
administration. In addition, the duties of the manager include supervising the daily activities,
assigning employees workstations and ensuring the smooth running of the bank. Some of the
qualities required for this job include good communication skills, team spirit, goal oriented,
client focus and analytical thinking.
2c
Consultation with the relevant personnel is very important as it assists the employees to clarify
information that they don’t clearly understand such as duties and obligations.
Activity 3a
It is important to consider to no discrimination and employment equity as legal frameworks
before and when applying to job descriptions and advertisement.
3b
People with multiple skills in different work fields are often driven to a diverse workforce. Their
main aim includes an increase in job productivity and competitive advantage. Various
individuals with different backgrounds are capable of injecting new ideas in a workplace,

Surname 4
therefore, offering more solutions to the customers, increasing the production. Diversity
workforce may consist of different factors such as social status, sexual orientation, ethnicity, age,
gender, personality, culture, and race (Alsbury et al.).
The event that marks the end of job description approval process is the physical examination
where the employee is assessed and familiarised with the job conditions.
4a
‘’VACANCY VACANCY VACANCY, the Coca Cola company is looking for a person to fill the
position for assistant branch manager, Australia. The applicant should be atleast a graduate in
administration with 5 year experience. Interested candidates are therefore encouraged to apply
before 5th November.’’
Activity 4b
One of the best platforms that I can use to advertise my job is social networks as the world today
is composed of nearly all youths who are very active. An example is vacancy for a post in hotel
management.
4c
By preferring to a male salesperson to female is a violation of legislative requirement. It is
always recommended that gender equality to prevail in recruitment process such as the sales
representative and therefore discrimination based on gender is a contravention.
5a
I would send an internal memo for the top position employees including the manager,
stakeholders and the human resource departments and state clear my agenda regarding the
advertised job.
Activity 5b
List of questions that I might interview on my applicants include:

Surname 5
- Have you ever worked in a coffee shop before?
- What are your academic qualifications?
- Do you know the required ethical conducts of an employee?
- What are your areas of specialization?
- What are your hobbies?
Activity 6a
The aim of anti-discriminatory and equal job opportunity is to provide all the qualified
candidates a chance to express their qualifications without favor or discrimination for a job
position (Cooper and Amy). Further, it makes a candidate to be selected based on the
qualifications but not favoritism.
6b
It is always a good idea diversify questions to individual candidates. This always helpto test their
understanding on various fields that might affect the organisation or position they seek to work.
6c
I don’t think that such questions may breach the legislative requirement. Further, this type of
question tests the level of preparedness for uncertainties that might arise from a female worker
nursing a baby.
Activity 7a
In shortlisting candidates, I would go through their curriculum vitae to select the ones who meet
the required threshold.
7b

Surname 6
I would like to apply for the above advertised job. I have all the qualifications that you require in
this position as indicated in my CV. I have also good communication and computer skills. My
nature and personal attitude makes me a perfect candidate for this position. Given a chance, I
will work well to the organization’s expectation. I am highly optimistic and looking forward to
working with you. Thank you.
7c
I do believe that the previous experience should only apply to specific jobs which require high
managerial skills. However, when other kinds of jobs are needed, no experience should be
considered.
Activity 8a
I would inform the candidates that their allocated time for the interview will be 15 minutes and
urge them to prepare adequately.
8b
I can notify the candidates through their emails or telephones on the appropriate venue, date
and time.
9a
At first, the interviewer should give the candidate time to settle and feel relaxed. Then explain
the nature of the interview and its structure. Inform the candidate about the job description.
Ask questions relating to the interview objectives listen and take notes. Deepen the questions
as you narrow down the field. Share the notes with the panel colleagues and make rational
decisions to select the candidate.
9c
I would inform the HR manager that it is only the supervisor that knows the loop holes and the
type of candidate that is capable of handling the loop hole. Therefore, the supervisor should be
involved in the interview.
9d
The only way to avoid intuition or biases is selecting a candidate with proper qualifications and
personalities which match the company’s objectives.

Surname 7
10a
In such cases, the interviewers can use phone calls to contact the listed referees to enquire and
confirm on the candidate in question.
10b
As an interviewer, I may ask the referee the following.
i. I would ask him/her on her job position as written by the candidate in the CV.
ii. I would ask on the personality and conduct of the perceived candidate.
iii. I would request to know the candidates attributes.
iv. Also, the career objective of the candidate
v. The duration the he/she has known the candidate.
vi. Is the candidate trustworthy and honest?
vii. Is the candidate hardworking.
viii. What are some of the weaknesses he/she realised the candidate portray.
ix. Does she recommend my organisation to recruit the candidate
x. Why did the candidate left his organisation?
11
Selection report
Item Description
Name of candidate
Designation station
Position and responsibilities
Reporting date
Salary range
Qualification
Any other remark
Position approved by
12
To our dear esteemed candidate,
I would like to kindly inform you that you did not meet the required threshold for the job
requirement therefore was not selected. However, we look forward to interacting with you in
the future. Good luck.
12b

Surname 8
After selecting the most suitable candidate, I would give the candidate a range from which the
starting salary would range. This will be followed with a negotiation so as to reach a win-win
situation.
13a
The three other documents issued besides employment contract include letter of appointment,
current standard terms and conditions and about the job documents.
13b
It is always wrong to violate a contract with regard to leaves. However, when some unforeseen
uncertainties such as sickness arise, the employee will be granted a sick leave and urged to
compensate in future.
13c
I would advise the manager together with the work team to show high level of commitment
and hardwork and professionalism so as to show a good example to the new appointment.
Also, they should induce the new appointment and assist him/her familiarize with the work
place.
14a
When freshly introduced to a new work place, I would like to get an induction in the following
areas.
i. Job clock in and clock out
ii. The organizations mission, vision
iii. The organisation objectives
iv. Required dress code
v. The organisation history
vi. The administration unit
vii. The existing facility
viii. Policies and regulatory framework
ix. The number of employees and names
x. Factors affecting the organisation
14b
Supervisors can give directions and information to the new appointees. Also, the appointees
should be informed of the benefits of induction as they get a chance to know better the
conditions and objectives of their work place.

Surname 9
14d
I would inform the employers to carry their obligations as expected of them. In addition I would
inform them on their safety as guaranteed by law.
Question 1
Some of the documents required for a recruitment include the cover letter, curriculum vitae, and
academic qualifications if need be. Selection report is the official record of the selection process.
Its main purpose is to convey the panel's recommendation and provide the delegate to make an
informed decision and fair recruitment. The report is usually attached to the following; referee
checks, a copy of interview question and short-listing grid.
Question 2
Recruitment is the process of finding and hiring the best and most qualified candidate for a job
opening in a timely and cost-effective manner. The process is a full life cycle in that it begins
with the identification of the needs of a company and ends with the employee filling the position
to satisfy those needs (Cascio and Herman).
Question 3
Some of the current legislation for recruitment includes criminal records check, free
discrimination and equity and equality (Beardwel). Discrimination is usually referred to as the
selective of prejudicial treatment of different categories of people based on their sex, age, race
among others.
Question 4

Surname 10
In the current world, some of the technological platforms to advertise job vacancies includes the
telephone, social media, televisions, radios and newsletters. However, the choice of the media is
fully dependent on the targeted audience.
Question 5
A semi-structured interview is a qualitative method of inquiry that combines both the
predetermined set of open questions and the opportunity for the interviewer so as to explore a
particular response. The employee selection process begins with the notification. The human
resource department is notified of the need to create a job advertisement. Then the interested
candidates apply for the job vacancy (Alsbury et al.). The HR officials then review their
applications. Screening is done to short-list the candidates. The candidates are invited for
interviews. After the interview, the best candidates are selected. Testing on the employees is
done to well understand their condition including drug addiction, physical and cognitive tests.
The employee is then given the offer to refill the job vacancy.
Summative assessment 2
Program for recruitment
The Bata international company is advertising for a job vacancy for sales manager branch
located in South Africa.
Job description
Sales manager for Bata shoes company South Africa branch. The manager will have the
following duties and responsibility.
- Determine the annual unit and gross profit plan by implementing marketing strategies
and analyzing results
- Establish sales objectives by projecting annual sales and quotas for the branch region
- Implement branch sales program by developing field sales action plans

Surname 11
- Establish and adjust selling prices through monitoring of costs, competition and supply
and demands
Skills and qualifications needed
- Bachelor in degree in sales and representative from a recognized university/college
- A minimum of 2 years’ experience in the field or any other related.
- Excellence in building relationships, selling customer needs and motivator
- Have adequate market knowledge
Advertisement
The above mentioned job description will be advertised through TVs, social networks and
newspapers. The interested candidates will apply and only the shortlisted ones will be notified
to come for interview.
Interview
There will be a panel from the HR department who will conduct the interview to select the
most suitable candidate. The selected candidate will be contacted and agreement made to
report for job for induction. The non-selected one will also be communicated to know their
fate.

Surname 12
Reference
Alsbury, Thomas L., and Donald G. Hackmann. "Learning from experience: Initial findings of a
mentoring/induction program for novice principals and superintendents." Planning and
Changing37.3/4 (2006): 169.
Beardwell, Julie, and Tim Claydon, eds. Human resource management: A contemporary
approach. Pearson Education, 2007.
Cascio, Wayne F., and Herman Aguinis. "Applied psychology in human resource management."
(2005).
Cooper, James M., and Amy Alvarado. Preparation, recruitment, and retention of teachers.
Brussels: International Institute for Educational Planning, 2006.