Effective Recruitment, Selection and Induction Strategies for Desklib

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This report highlights important aspects of human resource management mainly focusing on recruitment process, advertisement and interview process along with the development of effective staff induction kit and these processes will be approved and supported by relevant documentation.
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Manage recruitment
selection and
induction
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Table of Contents
INTRODUCTION ..........................................................................................................................2
MAIN BODY ..................................................................................................................................3
Assessment 1...............................................................................................................................3
Assessment 2...............................................................................................................................7
Assessment 3.............................................................................................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
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INTRODUCTION
In the modern business landscape where there are disruptions at every major point in a
company's operational processes and their customer journey maps, effective human resource
management is very important to ensure survival and sustained growth in the market. HRM's
scope is quite complex as it contains various measures and models which help firms deal with
their workforce which is the life blood of modern businesses (Adla, Gallego-Roquelaure and
Calamel, 2019). This report will highlight important aspects of human resource management
mainly focusing on recruitment process, advertisement and interview process along with the
development of effective staff induction kit and these processes will be approved and supported
by relevant documentation.
MAIN BODY
Assessment 1
Step 1 Identify the Vacancy
In order to manage the appropriate growth of the company. Morrison’s is required to hire a
Marketing manager through which they will; eventually enhance the marketing of the company.
so they are adequately planning to implement all such strategies with which the effective
marketing can be implemented and will also raise the requirements of the individuals in the
company and also the need of the adequate and skilled workforce. The vacancy is identified by
the analysation of the companies required areas and the productive mature with which they
eventually manage the effective growth and enhancement. They will also further develop the
applicability and the list on which the scarcity is observed for efficient working employees
(Agarwal, 2021).
Step 2 Need for Vacancy
In this step the company analyse the need for the vacancy which is generally becoming
identified tbhro0ugh the general procedure where they will take the feedbacks and will also
manage the undertaking with the collection and analysation in the large amount of data. There is
also taken the records with which the managers and the human resource department check the
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regular needs and the aspired working nature. It is a systematic assessment with which the
company underlines all the areas and the issues the company is facing in certain department.
Step 3 Recruitment strategy
Morrison’s in order to undertake all the appropriate selection of the employees will try to
manage the growth by following up the recruitment strategy with which they will try to manage
growth pf the company. they can take the advertisement method for hiring the employees and
also effective scheduling of proving the advertisement in the online and the print areas. This
eventually help in gaining more employees who are been working altogether and also in
establishing the effective growth and hiring skilled employees with utmost performance
(BĂLĂNESCU, 2020).
Step 4 Request to recruitment
This complies with the identification of the managers and also the approval request in
which the job opening request is being given and also the appropriate organisational structure is
managed and made. It is being approved by the manager and also the final request is handed to
the HR so as to take the interviews. This is majorly being done in order to take the new
campaigns and also to manage the workloads and the assigned new task or working.
Step 5 Arrange Recruitment Activity
These activities are majorly being arranged due to the general areas and the reasons which
are to manage and get the proficient staff members. This involves interviewing, selection, hiring,
on boarding and also the selection of the employees in the company. the individuals are required
to manage the effective recruitment activities with which they will assure and manage the filling
of appropriate staff. Here all the candidate search, screening and the evaluation is underlined
(Feleke, 2018).
Step 6 Establish Selection Panel
It is generally being selected through all the performance evaluation and also by the
technical skills and matrix. This generally qualifies the categories and the ways in which the
technical areas and the job skills are underlined. It will also attain the supervisory experience
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through which all evaluation of performance and review of the general description is ultimately
been taken in records. The appropriate selection panel like the HR managers the higher staffs,
managers in working will ultimately manage the general staffing and working.
Step 7 Receive and collect Application
All those candidates who are going to apply for the company will provide and give the
interviews for the job role and this the company will eventually manage the collection of all such
application in order to attain the analysis on which the records are majorly being identified.
There is also been seen that this will manage the review vexing done by the higher authorised
and the departments heads in order to evaluate the proper candidate which is efficient for the job
role (Gardner, 2018).
Step 8 Review Application and shortlist
All those application will then be being reviewed by the managers and they will then make
the shortlist of all such employees who are being undergone and are efficient in the working
areas. This will cover that all those employees in the organisation who manage the growth and
the capacity with which they will address the effective working. The short list of the candidates
is on the basis of their interview performance and working is managed.
Step 9 Access Selected candidates
All those candidates who are being selected in the company will then being accessed and
they will be contacted by the HR to being called for the ins and also to let them know that they
are selected for the applied job role.
Step 10 Recommend Outcome
All such things and the proper steps will help the managers of the company to manage the
growth and also to gain the effective and efficient outcome and skilled employees through which
they will enhance their productivity.
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Step 11 Take endorsement of recommendations
With this there will be given a letter in which all the complies policies and the addressable;
will be applied and given through which they will manage the growth in working and functions.
Step 12 Discuss Employment verbally and Discuss Terms and conditions
In this step before the employees is being hired in the company they will be explained all
the terms and conditions which are required to be given to all the members and there is been
provided the effective policies to be discussed with them (Lee and Mao, 2020).
Step 13 Written offer letter
Written offer letter
May 1st, 2022
123 Street colony, UK
Dear ABC,
Morrison’s is excited to offer you for the position of Company Secretory. Your skills and
knowledge will be an asset for our company.
As per the telephonic discussion, your starting date for this role is June 1, 2022. The starting
salary is Rs.15,00,000 per year and is paid on a monthly basis.
We are provided full family coverage as a benefit plan and will be effective on June 1,
2022.Morrisons offers a flexible paid time plans includes vacation, personal, sick leaves,
house allowances and other related benefits.
If you choose to accept this job offer, please sign this letter to acknowledge and revert back to
me at your earliest convenience.
Within your acknowledgement is received, we will provide you employee benefit enrolment
forms and an employee diary which details are benefit plans and retirement plans. We look
forward to welcoming you to Morrison team.
Please let me know if you have any queries and I can provide any additional information.
Sincerely
XYZ
Morrison company
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(Assistant Director)
Step 14 Taking feedback from unsuccessful candidate
Feedbacks helps to find out the reputation and experience to ensure the positive outcome of
the organisation. When the feedbacks come from the unsuccessful candidates then it is very
challenging for the managers. It provides an opportunity to the company to develop and explore
their talent by those feedbacks. The significant of feedbacks from unsuccessful candidates helps
in the progress of their job and setting of experience through their feedbacks. Feedback is
considered as valuable to demonstrate the specific factors to show case their skills and
knowledge in the firm of feedbacks (Macke and Genari, 2020).
Step 15 Induction process and arrange appointments
Induction refer as the orientation programme conducted to introduce the new recruits to the
company and the team mates. It is a process where employee is welcomed and received essential
information about the company. It helps the employee to better understand the job profile to
show their talents. It is generally conducted at the first day of work in the company and is a kind
of training and development programme. The aim is to designing the programme to make the
employee friendly with all the duties and responsibility they have to performed in the company.
In context to arrangement of appointments, it is conducted to one to one conversation take place
between the recruiter and the employees. It is an arrangement made to appoint the person to do a
particular job in the company. These activities are performed to familiarize the employee with
the atmosphere of the company. It provides core information that are designed to settle the
employment easily and more efficiently. Induction process includes terms and condition of
employment, company rules, security provided, health and safety, basic facilities and many
more. Appointments of person is done with a view to appoint them for particular position and
agreeing them with mutual agreements. Induction and appointment are similar to each other and
both are useful (Maity, 2019).
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Assessment 2
After due marketing research and analysis, it has been identified that the company has
enough resources to expand into retail of sports products and energy drinks which has been a
booming sector for a while and it would help the company corner new markets and increase
profitability. For the purpose of help oversee the development of this new avenue of business for
the company, a vacancy of business development manager has been identified.
The reasoning behind creating this vacancy is to help the business gain the help of an
expert in developing and explaining new businesses and without proper business developers,
expanding into new market segments can be disastrous for the company as it is relatively new.
The newly located vacancy will not only help the company recruit personnel which can actively
look after their expansion but also chart growth over a period of time for operational
streamlining (Manresa, Bikfalvi and Simon, 2021).
The personnel specification which is expected from the candidate which is aiming to
secure this job role is highlighted herein.
Minimum
qualification
Required
licenses,
certifications
and credentials
Minimum
experience level
Necessary skills Personal traits
Masters in
business
administration or
any related degree
Candidate must
possess
certifications
regarding use of
smart systems and
operational
courses such as
six sigma would
be given extra
credit
4 years with
experience which
reflects business
development and
handling of
product line and
operational
expansion
The candidate
must possess
excellent
communication
skills, both verbal
and written. They
must be
experienced with
handling business
expansion in the
past, have a
different and
The candidate
must be ethically
sound of both
work and mind,
must treat others
with respect and
must be ready to
handle stressful
situations as the
new expansion
will take a lot of
time and effort
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commanding
personality and
stellar teamwork
skills along with
interest for new
market research
and analytics
under their
supervision
In order to develop a proper recruitment strategy for this identified job vacancy with the
most talented candidates available, advertisements will be the primary means of promotion and
there will be two specific media streams chosen to do this job which are highlighted herein.
Print media – The advertisement swill be specifically crafted for this position and placed
on the front page of the leading newspaper of UK, this might seem extensive but the new
market niche which the business is trying to expand into promises lucrative rewards if
executed well and the person who will oversee such critical operations must be best in the
industry with vast experience. Print media still dominates multiple parts of UK and this
stream might help rake in more applications (Miller and Akdere, 2019)
Electronic media – A job advertisement will also be shot and displayed on small and
medium sized digital TV channels and in between OTT platforms as there streams
engage the most amount of people in UK currently. This stream offers flexibility as the
company has choose which time slot to air its advertisement in and the peak slots will be
selected for maximum exposure. The advertisement will be based around new
opportunities in retail and focus on customer service while also showcasing the stellar
work culture and benefits that will be provided to the business development manager.
As far as overall costing of this entire advertisement endeavour is concerned, the idea of
posting the job advertisement on the front page of The Daily Mail will cost around 30000 pounds
which is a very hefty investment for a new business but the results will be well worth it as hiring
of sub par candidate for this job role can spell disaster for the company. As far as TV
advertisements are concerned, the decision of running in prime time for small and medium sized
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channels will cost around 2000 to 3000 pounds but will help engaging the maximum youth in the
UK which is brimming with exciting talent (Picardi, 2019)
After duly going forward with the devised strategy, a detailed job interview was held
between two candidates which were ultimately selected after rigorous preliminary screenings and
the following listed criteria was developed to take the interview of both candidates.
Work experience
Education
Leadership prospects
Skills
Certifications and depth of knowledge
After the interview was properly conducted, candidate A was selected over candidate B
due to possessing a more relevant work experience as he has helped businesses to expand their
product line in the past and his personality was more commanding and he displayed better
leadership traits. The information was shared with the candidate with the following document in
writing.
Dear Mr. A Date – X/XX/XXXX
Thank you for taking the time to interview for the position specified by our company. We had a
great time in interacting with you and getting to know you. It is a pleasure to inform you that
you have been selected for the position of business development manager and would like to
meet with you again to discuss further questions and details.
If interested, please reply with your relevant documentations and schedule so we can take our
promise of employment further
Candidate B was also informed of this rejection in the same manner listed herein.
Dear Mr. B Date – X/XX/XXXX
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Thank you for taking the time to interview for the position specified by our company. We had a
great time in interacting with you and getting to know you. It is with deep regret that we inform
you that you have not been selected for the job potion which you applied for.
Thank you for giving your valuable time to use and hopefully both you and our company is
parting on amicable terms. In case of further queries and assistance, please reply back on this
document or e-mail us as xxxx@xxxxx.com
Assessment 3
The following staff induction kit has been prepared for the newly joined and recruited
candidates.
Company information
The company is Missguided which was established by Nitin Passi in 2009 and the
employees will be given a thorough introduction regarding the values, mission and vision of the
company to make them familiar with the business. The company is relatively new when
compared to other retail chains in UK and has decided to use its expertise in female clothing but
is now trying to corner the market of sports due to lucrative appeal and the company believes it
can also cater to men. The employees will be made aware of every major operation of the
company along with its major top management (Stone, Cox and Gavin, 2020).
Salary
The position that has been listed by the company is quite important for its future business
venture as it has decided to operate and target a market which is the complete reverse of its
current operations. In order to make the hired candidates which comprise of marketing manager
and the business development manager stay and enjoy their presence in the company, the
business development manager will be paid 55000 pounds annually excluding non-fringe
benefits and the marketing manager will be paid 42000 pounds respectively. To justify the high
salary, routine performance checks will be taken from the business development manager.
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Conditions of employment
This pat of the kit will explain the newly hired employees regarding the various rules and
regulations which the company abides by and the general guidelines they have to follow while
being on official company premises. The information given to candidates will be centred around
wages and salaries, methods taken to ensure workplace safety and employee contracts.
KPI's
The employees which are newly hired will also be informed of the major KPI's that they
will be focusing on along with the KPI's related to their performance management. The
businesses development manager that has been newly hired will have to focus on the following
KPI's.
Cost of customer acquisition
Revenue growth rate
Sales closing ratio
Amount of sports gear sales
Accountability
The business development manager along with all other newly hired personnel will also
be made aware regarding the things that they will be held accountable for such as adhering to
company policy and it will be clearly described that all the newly hired people will be
responsible for their nations and behaviours in the workplace. Missguided will communicate that
strict action will be taken if found to be guilty in such cases.
Internal procedures
The staff induction kit will also contain a manual which details the organization's internal
policies to deal with matters of problematic events such as theft, embezzlement and any damage
done to the company's assets or office equipment whether deliberate or through accidents.
Ethical guidelines will also be mentioned to make sure the newly hired personnel are focused on
fair practices.
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CONCLUSION
The above report went into detail regarding the complex process of recruitment and
selection for companies as in order to make sure the business runs smoothly, it must be filled
with talented people. The report detailed the various steps involved in initiating the process of
recruitment and also highlighted the role of establishing new vacancy to deal with areas of
business expansion. The report detailed the advertisement streams and interview process
followed in human resource management and there was also discussion held on induction took
kits and their contents for streamlined induction process. It was concluded from the report that
recruitment and selection along with induction are very important determiners of a firm's success
in today's disruptive business environment.
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REFERENCES
Books and Journals
Adla, L., Gallego-Roquelaure, V. and Calamel, L., 2019. Human resource management and
innovation in SMEs. Personnel Review.
Agarwal, P., 2021. Shattered but smiling: Human resource management and the wellbeing of
hotel employees during COVID-19. International Journal of Hospitality
Management, 93, p.102765.
BĂLĂNESCU, R.C., 2020. THEORETICAL AND PRACTICAL INSIGHTS ON THE IT
STAFF RECRUITMENT AND SELECTION. eLearning & Software for Education, 2.
Feleke, A.T., 2018. Assessment of training and development practice the case of human rights
commission hawassa branch. International Journal of Social Sciences Perspectives, 2(1),
pp.38-49.
Gardner, A.K., 2018. How can best practices in recruitment and selection improve diversity in
surgery?. Annals of surgery, 267(1), pp.e1-e2.
Lee, S.W. and Mao, X., 2020. Recruitment and selection of principals: A systematic
review. Educational Management Administration & Leadership, p.1741143220969694.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production, 208, pp.806-815.
Maity, S., 2019. Identifying opportunities for artificial intelligence in the evolution of training
and development practices. Journal of Management Development.
Manresa, A., Bikfalvi, A. and Simon, A., 2019. The impact of training and development
practices on innovation and financial performance. Industrial and Commercial Training.
Miller, K.E. and Akdere, M., 2019. Advancing organizational corporate social responsibility
(CSR) agenda: Implications for training and development. European Journal of Training
and Development, 43(9), pp.860-872.
Picardi, C.A., 2019. Recruitment and Selection: Strategies for Workforce Planning &
Assessment. Sage Publications.
Stone, R.J., Cox, A. and Gavin, M., 2020. Human resource management. John Wiley & Sons.
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