(PDF) New Technologies in the Recruitment Process

Running head: RECRUITMENT
Recruitment
Name of the Student:
Name of the University:
Author Note

1
RECRUITMENT
Assessment 2:
Student assessment criteria I feel I can
demonstrate this
Communication: Are you able to:
 Communicate with others
 Clarify the task requirements
 Ask for help when needed
 Give and receive feedback as appropriate
 Explain rational on decisions effectively
Yes (Justification:
This is done by use
email to
communicate with
the different
departments and the
applicants.)
Safety: Are you able to
 Work safely at all times Yes (Justification:
The department
concerned has least
number of accidents)
 Ensure your actions do not put safety of yourself or others at
risk
Yes (Justification:
The department
concerned has least
number of accidents)
Task requirements: Part A: Are you able to
 Follow the process as developed in assessment 1 Yes
 Review the applications received for each position Yes (Justification:

2
RECRUITMENT
The applications are
reviewed by taking
assistance of the
departmental heads
concerned.)
Short listing
 Cull (short list) applications on essential qualifications first,
then on desirable qualifications, prioritizing criteria and
determining method first.
 Seek more information if necessary.
 Remain consistent.
 Document decisions made and reason for them
Yes (Justification:
The respective heads
of the departments
shortlist the CVs
based on the
attributes of the
candidates like
experience.)
Document the reason for your shortlisting decisions Yes
Contacting applicants
 Advise unsuccessful applicants of outcome in writing-using
prepared letters.
 Contact successful applicants and advise of interview time and
date
 Remain flexible where possible to ensure successful
applicants are available for interview
 Send written confirmation to successful applicants advising of
interview time and address
Yes (Justification:
This is justified from
the smooth
recruitment
procedure.)

3
RECRUITMENT
 Sumit an explanation of your shortlisting decisions along with
the criteria used to guide your decisions making process
Yes (Justification:
shortlisting has been
done after consulting
the departmental
heads, the HR
department and
considering the CVs
of the concerned
candidates.)
 Sumit copies of all correspondence sent to applicants
Task requirement: Task B: Are you able to
Take the lead role in the selection panel Yes (Justification:
This was justified by
the seniority of the
interviewer.)
Explain/discuss the following with the panel member
 Position being advertised
 Recruitment process
 Selection process
 How they would work together I what approach they would
take during the interviews
Yes (Justification:
The positions were
advertised according
to the vacancies to be
filled.)
 Interviewing: Yes

4
RECRUITMENT
 Allow applicants to demonstrate what they can offer the
organization, not to simply confirm expectations or to see how
applicants perform under pressure.
 Check if there is a need for any specific arrangements (e.g.,
physical access, interpreters, etc.). and make arrangements as
appropriate
 Have questions prepared in advance.
 Ensure consistency and fairness in questioning.
 Focus on the real needs of the job.
 Don't make assumptions or stereotype individuals.
 Ensure questions asked regarding whether the applicant can
fulfill the requirements of the job (e.g., travel, work overtime,
perform the physical functions) is asked to all candidates.
 If applicant has a disability, ask whether they require any
adjustments to perform the job.
 Allow the interviewee time to make their point.
 Allow silence.
 Rephrase or clarify if necessary.
 Not make any assumptions about a person's ability to do the
job based on physical characteristics.
 Not ask invasive and irrelevant questions (e.g., Do you intend
to have a family?').
 If necessary rephrase to gain the essential information you
(Justification:
This was
demonstrated
by the
transparent
knowledge
the candidates
and the
company had
about each
other.)

5
RECRUITMENT
require and ask of all applicants (e.g. Can you commit yourself
to the organization for two years?).
 Keep records of questions and answers.
Referee checking:
 Obtain permission to contact references from applicant
 Prepare questions prior to contacting referee
 Confirm claims made by the applicant
 Ask consistent questions to all referees
Yes
(Justification:
This was
proven by the
thorough
investigation.)
Making of decisions:
 Focus on the selection citeria
 Consult with panel members to discuss applicants interview
performances.
 Rank applicants according to performance against essential and
desirable qualifications.
 Assess all information, application form, interview, referee’s
report, tests etc,,,
 Consider applicants attitude, aptitude and fit to the company
 Consider applicants’ customer service experience
 Select the most suitable candidate for the position (or explain
why no candidate is suitable)
 Record decisions made and reason for them.
 If requested provide constructive feedback to unsuccessful
Yes
(Justification:
This was
evident form
the
recruitment of
appropriate
candidate.)