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Recruitment and Selection process | Assignment

   

Added on  2021-04-21

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Running head: RECRUITMENT AND SELECTIONRECRUITMENT AND SELECTIONName of the Student:Name of the University:Authors Note:

1RECRUITMENT AND SELECTIONRecruitment is a crucial process of an organization for hiring and retaining the bestqualified individual from within or outside the firm. The potential candidate is to be attracted andretained in the firm for a job opening in a more cost-effective and timely manner (Mahmood,2015). The recruitment process includes various steps for analyzing the job requirements andretaining the employees at the job. The process also includes screening and integrating theapplicants before hiring the new employee into the firm. Recruitment of a star in RSH requires acandidate, who are team-oriented, first rate analysts and perfectly fit within the company and itsorganizational culture (Groysberg, Balog & Haimson, 2007).The organizational ex senior analyst, Peter Thompson is resigning the position afterreceiving better offer from one of RSH‘s competitors. The HR, Stephen Connor has a very shorttime frame to find a major replacement for its upcoming Power Chip deal. The senior position ofthe analyst is a very important position and should be filled by a suitable and perfect replacementof the star analyst, Peter Thompsons.The required factor for the potential candidate acquiring the post of analyst and become astar analyst is very high. The individual must possess effective analytical and communicationskills. With adequate knowledge about the industry, the potential candidate should also bewilling to work in team (Chang & Chin, 2018). He or she should have ability to build cordialrelation with traders, sales forces and guides the junior analysts. The star analyst is required tohave proper knowledge about the industry and have access to the top-level management in thecompanies. The main objective is to observe and analyze the HR practices so that the organizationalperformance of a firm can improve. It focuses on the dynamics of hiring, attracting, negotiating,

2RECRUITMENT AND SELECTIONcompensating and leveraging a star performer in the established firm. The practices of the HRinclude recruitment, interview process, joining formalities, resource allocation, salaries andcompany policies. This leads to creating a roadmap that is based on the observation of therecruitment process. It is important for an organization to hire such candidates having adequateskills and knowledge that identifies the core competencies. This includes effective abilities, skillsand knowledge (Schenk, 2017). Effective recruitment and selection is highly significant for the success of the firms.Employees are considered to be the asset of the organization and effective hiring process reducesthe employee’s turnover rate. The process leads to match the right individual with the right jobskills. Background checks and interviews ensure that they employ candidates that are highlyreliable. They also provide highly effective quality services to its customers. The screening and interview process of the organization facilitates in creating a vitalopportunity the individuals offer their organization. It is important for the firm to screen heavilyeither by enlisting the mangers they trust or own judgment. It is important to know for thecandidates the job role and tasks to be performed efficiently (Waxin et al., 2018). If the recruitedindividuals are not tested efficiently, it further leads the organization to deal with confusionturnover and disgruntled employees. While selecting the potential individual it is important for the firm to choose such staranalyst that fits perfectly to their role. The candidates are required to produce higher quality andproductivity in the organization product and services. With proper planning and effectivevolunteer help, the boards can effectively select a star analyst without the help of any headhunterservices. Major task includes identifying candidates, determining qualifications, screening

3RECRUITMENT AND SELECTIONresumes, interviewing candidates on sites. Conducting management assessments, backgroundchecks before making the important offer is highly significant for the firm (Ganapathy &Ashokkumar, 2017). As per the case study, the job profile is a semi-conductor analyst that would be in chargeof covering majority and largest semi-conductor companies. The most important and superiorcoverage of the Powerchip is required. The probable candidates for the hiring process includeDavid Hughes, Seth Horkum, Gerald Baum, Sonia Meetha and Rina Shea. The most suitablecandidates among them includes Sonia Meetha, Seth Horkum and David Hughes. Sonia Meetha works at Welsh, Harrison and Smith is the junior analyst of the firm. Shehas a strong command over the industry and looks promising. She has both sales and technicalbackground and is greatly responsive to her existing clients. She is also dedicated towards herwork and is an excellent writer. More emphasis is led on the organizational culture, which is akey feature of RSH. Though there is major threat that Sonia would be able to succeed at largerorganization like RSH by doing only two global projects. Moreover, she also stays quite faraway from the organization. Seth Horcum is another suitable candidate working at Jefferson. He is a great performerand also has very good contacts at Power chip. The only problem before recruiting Seth Horkumfor the senior analyst position is that he is self-centered and not be effective as a team player.David Hughes is another best chosen alternative, who works at Spencer’s. He is known to beexcellent mentor and an experienced employee. He is well-known among all his circles and is afamous celebrity in Wall Street. David Hughes is highly experienced in the fields and has vastindustry knowledge and posses rare interpersonal skill. On the other hand, hiring David as the

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