HRM Report: Strategies for Efficient Recruitment and Selection

This report delves into the crucial aspects of Human Resource Management (HRM), specifically focusing on recruitment and selection processes. It outlines three key strategies for ensuring appropriate job specifications and person descriptions, vital for effective hiring. The report details an 18-step efficient recruitment process, covering everything from analyzing company needs to onboarding new hires. Furthermore, it explores common selection and recruitment methods, including testing, information gathering, interviews (structured and unstructured), internet recruiting, assessment centers, and internal/third-party sourcing. The report emphasizes the importance of each method in selecting the perfect candidate and highlights the evolving landscape of recruitment in modern organizations. The conclusion reiterates the significance of these processes in achieving successful hiring outcomes.

QUESTION AND ANSWER

Table of Contents
INTRODUCTION...........................................................................................................................1
1. Three strategies to ensure that appropriate job specifications and person description are
available for recruitment process................................................................................................1
2. 18 steps for efficient recruitment process...............................................................................2
3. Common selection and recruitment methods..........................................................................3
CONCLUSION................................................................................................................................4

INTRODUCTION
Human resources management is an important part of any organisation as they have the
role of managing recruitment, selection, training for a vacant seat. There are various procedures
that are followed so as to select perfect candidate for the company. This report focuses on role of
HRM in selection procedures.
1. Three strategies to ensure that appropriate job specifications and person description are
available for recruitment process.
It is important for the organisation to ensure that person description and job specification
is present with HR department for their process of recruitment. Job description assists in defining
the recruitment for the post whereas persons description helps in matching recruitment criteria.
There are several strategies used all over the world so as to ensure that correct people are hired.
Three most widely used strategies are as follows:
Observation and interview: It is an one of best strategy applicable for this context. In this
observation is done on how employees behave at particular post that includes what he does, how
much time he needs for completion of task. This is one the most reliable method to seek job
description. This method is suited for jobs that depends on physical ability rather than mental
works like draftsman, weaver etc.
In order to have proper person specification available company needs to conduct
interview. By this managers comes to know about quality and mental ability of an employee to
understand his/her ability to work for particular post. This helps to collect more number of job
person specification.
Questionnaire and checklist: In this strategy structured query list is created that is according to
the post. It helps to understand exact requirement for the job and create job description. Details
collected by this method helps company to create person description. This method provides
comprehensive details about job. Checklist contains subjective questions which helps to
understand mindset of candidate through large number of psychometric questions.
Maintaining diaries and log books: In this employer maintains diary and log book to maintain
the details of job related to the post on the daily basis. It provides comprehensive and accurate
information. Maintenance can be done by manual method or through the use of database
software. This also helps in maintaining person details as data collected from different job
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portals are maintained in automatic log book where filters can be applied so as to get specific
required data at the time when required.
2. 18 steps for efficient recruitment process.
There are various requirements of recruitment procedures all needs to be fulfilled in order
to have perfect candidate for the post. Steps are as follows:
Step 1: Analysing need of company for that particular job.
Step 2: Creating job description according to the company.
Step 3: Make presentation that includes company profile and job descriptions.
Step 4: Post position on job portals and implement recruitment plan.
Step 5: Cold calling, voice mails and finding candidates from job portals that matches job
criteria.
Step 6: Review applicants and prepare list of all possible candidates by scrutning collected data
as per job requirement.
Step 7: Contact shortlisted candidates and call them for interview process.
Step 8: Make questionnaire and checklist that will be required for collecting persons
specification.
Step 9: Conduct interview on one on one basis via conference or face to face interaction.
Step 10: Maintain data that is collected through interview process.
Step 11: Select a candidate by making discussion with the department manager.
Step 12: Call selected candidate and make them fill the form that includes their personal details.
Step 13: Let them understand the requirement of job so that they are not misunderstood on what
he/she has to do.
Step 14: Make negotiations on salary being offered to the candidate.
Step 15: If candidate accepts offered amount Sign contract with employee.
Step 16: Give them their offer letter.
Step 17: Retaining the selected candidate is necessary that is done through comprehensive on
boarding process.
Step 18: Assign them date from when he or she has to join.
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3. Common selection and recruitment methods.
There are various selection and recruitment procedures that are prevailing in the
organisations which makes these processes simpler.
Some of these selection and recruitment methods are as follows:
 Testing: This method is used for testing knowledge, ability, skill as well as other traits
and characteristics of personality. There are various testing types like physical ability test,
personality , cognitive ability, drug , integrity test and work sample test etc. Cognitive
ability test measures learning, ability to solve problem. Physical ability test measures
what is the muscular ability of candidate for performing that job. Personality test measure
pattern of thoughts, behaviour and emotions. Integrity test measures likelihood that
applicant will be engaging in illegal activity or not, what are his chance of being
dishonest. Drug testing helps to understand that whether candidate takes any illegal
substance or not. Work sample testing Measures performance on few elements of job.
 Information gathering: This can be achieved by collecting informations from applicants
resume, biogeographical data and application forms. This is done so as to find various
details of the candidate from their previous employers or from resumes or forms
uploaded at several job portals or websites. It helps to maintain data and use it as per
requirement.
 Interviews: It is one of the most commonly used method. In this process applicants
responds to the question prepared by manager. It helps to understand mind set of
employee and helps them in selecting perfect candidate for the applied job. It gives
details about knowledge of employee in areas of his or her specialization. It also helps to
understand the problem solving skill of candidate by giving him particular situation.
There are two types of interview that includes structured interview and unstructured
interviews. Structured interview uses a list of predetermined questions. It is also of two
types namely situational (questions based on situation) and behavioural (questions based
on behaviour) . Whereas unstructured interview has open ended questions which are
more often general.
 Internet recruiting: This method is now a days widely used. HR collects data from job
portals or Employer websites. Screening of data is done by applying filters. Candidates
are interviewed using telephones and are being updated on selection progress using
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Emails. Conversation between employer and employee is done using mails. This is a fast
method as there is number of software which can be used for screening data and
managing informations and getting the best results.
 Assessment centres: These are designed to understand qualities of candidate. These are
generally set up by large organisations in which larger set of candidates are put into
various assessment activities. There approach towards these activities are monitored by
qualified accessors. It is conducted after initial short listing. Some of common forms of
assessment includes Group exercise, role plays, job knowledge test etc.
 Internal sourcing: It is posting vacancy inside the organisation and it is for the existing
employees. In this method company has to invest less on basic trainings.
 Third party sourcing: It is achieved by involving placement agencies for the job. They
hire best possible candidates at lower prices. These third party includes various
techniques and tools for this process.
CONCLUSION
Selection and recruitment is a important task so as to get perfect candidate for the vacant
post. There are large number of steps that needs to be followed for selecting perfect candidate.
Methods such as information gathering, recruiting through internet, interview, testing and
assessment centres are some of the common methods of selection and recruitment procedures.
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